What are the Bottom-Line Best Practices in Recruiting

Recruiting strategies may flex and alter with economic conditions and in reaction to competitors within the market. But there are certain best practices that are a continuing benefit to each organization that adheres to them, whether the economy is up or down. Recruiting excellence features a direct, and positive, impact on rock bottom line. Increasing revenue per employee and saving turnover costs are two important benefits. Here are six recruiting best practices which will make a measurable difference in your business.

One-Assess candidate and culture fit.

Go beyond the standard tactical list of competencies and required experience; hire to suit your culture and values. a far better understanding of a candidate’s personality traits, motivation factors, work behavior and preferred activities is usually the foremost important in determining a candidate’s potential success in your organization. Additionally, in making hiring decisions don’t give much weight to your personal instincts, which are sometimes accurate, but frequently not. Instead, use assessments to realize insight about candidates and eliminate subjectivity.

There are many excellent assessments on the market to live candidates’ character, values and soft skills; and quantify the info to point out the cultural fit together with your organization. Best practice includes hiring a neutral third party to administer the assessments, then get a second opinion.

Two-Outsource a number of the method.

In recruitment process outsourcing (RPO), a corporation contracts with a provider to act as its internal recruitment function for pieces of the recruiting process, or to manage the whole function for a period of your time. RPO providers do everything from profiling candidates through on-boarding new hires, providing staff, technology, procedures and reporting. RPOs increase the standard of the candidate pool, improve the time to rent rate, provide metrics, help ensure compliance, and reduce costs. They also allow your managers to specialize in the proper candidates. Best practice includes ensuring that RPO provider and management thinking on recruitment is aligned.

Three-Establish a strong referral program.

Employees usually refer only family and friends they trust and know will fit into the culture of their organization. This makes employee referrals a number of the simplest possible hires. Organizations like Ohio’s AmTrust Bank, which won the 2008 ERE Media Recruiting Excellence Award for innovative retention, have found that their referral programs have increased performance and retention. an efficient referral program makes it easy for workers to supply information about their organization. Providing a card or flyer that explains the advantages of working for your organization helps. Best practice includes rewarding employees with something they really value.

Four-View recruiting as a life cycle process.

Put effective procedures in situ to transition people from candidate to employee, ensuring that recruiting and on-boarding processes reflect well on your organization. Get feedback from new employees as they merge into the corporate culture and continue this dialogue with employees throughout their employment, and once they terminate. Best practice includes a proper and ongoing program for effective employee communication.

Five-Make retention a part of your recruitment program.

Turnover is expensive, with estimates running from 150 percent of annual compensation for typical employees to 400 percent or more for key people. Use metrics to spot and analyze turnover trends in your organization in order that you’ll better predict recruitment needs and plan for succession. Best practice includes providing managers with a retention toolkit and making retention planning a part of every manager’s performance goals.

Six-Keep up so far with trends.

Recruitment is riding a wave of innovation. The increased ability to form hiring decisions supported data instead of intuition helps organizations anticipate and manage future needs and events with greater business acumen. so as to stay competitive today, you would like to be creative in incorporating new ideas into your recruiting program. Best practice includes adopting social media and metrics in recruitment and ensuring flexibility in your culture in terms of advantages, work hours, work location and other areas that workers increasingly expect.

Best plans for recruiters cannot stand alone, but they’re an efficient start in reinforcing your culture and improving your bottom line. Align them with best practices in other areas of your organization and you will ensure a robust, competitive position in any market condition.

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