Are your recruiting efforts falling a little flat lately? Is your employment application process resulting in less-than-stellar hires? It might be time to reevaluate your recruiting strategy. When it comes to finding talent, companies often stick to a specific routine to fill job vacancies. However, more than 30 percent of new employees quitting their jobs within the first six months, the routine steps in your recruiting and hiring process may need some fine tuning.
Employees leave companies for a variety of reasons, and recruiting isn’t an exact science, but there are several ways HR professionals can help improve your hiring success. I recently attended The HR Southwest Conference, sponsored by the Society for Human Resource Management (SHRM) and a particular session on Recruitment really got my attention. I’d like to share these five important steps for revamping your recruitment process.
- Know your best sources of candidates. What are your best sources for generating employment candidates? This information will help define which sources are most effective and whether it may be time to get rid of others that are not generating the desired quantity and quality of candidates. Sources might include newspaper ads, online job boards, career fairs, LinkedIn, employee referrals, and more.
- Simplify the process. Are candidates applying in person via paper applications, and then waiting two weeks to get callbacks? It is time to use technology to your advantage, making online applications simple and accessible. Once an application is received, do not wait longer than three business days to respond to applicants, regardless of whether you are interested. Your response doesn’t have to be a yes or no; it can simply acknowledge their application and explain your timeline or the next steps in the process.
- Prepare your interviewers. Hiring managers should know exactly what positions are available (number of positions, pay range, reporting relationship, shifts, start date, etc.). Further, they should be briefed by an HR expert on how to conduct behavioral interviews, staying away from illegal questions that could compromise the company, or confuse or offend an applicant.
- Communicate regularly. Host a weekly (twice a week, monthly, or whatever frequency suits your needs) meeting in-person or via phone with hiring managers and anyone else involved in recruiting. Use this opportunity to review requisitions, recruiting sources, and the status of applicants. The meeting provides an opportunity to get feedback and adjust your process to keep it heading in the right direction.
- Track your results. Recruiting is only as good as you make it, and you need to be able to continually monitor your success with actual data. Some of the most effective recruiting metrics are: cost per hire, time to fill vacancies, applicant source, and internal vs. external.