Follow These 4 Steps to Build a Refined Recruiting Process
Optimistic that a better year is ahead in 2021, many organizations are starting to rev up their recruiting engines. While the process of identifying, attracting and hiring great employees is always intense, it may be more challenging than ever, as companies that held steady during the pandemic now begin to dust off their staffing operations.
There is no “one-size-fits-all” solution when it comes to creating and executing the recruiting process, but there are essential steps every organization should be taking. The companies that consistently attract, engage and hire the best talent have developed a consistent approach – a refined recruiting process – that delivers results.
There’s no reason your organization can’t do the same. Follow these four steps to begin putting the proper pieces in place.
The first step is to fully understand the role you’re trying to fill, and craft a job description that accurately reflects the position. The description should sell the candidate on the job. Once a strong job ad is written, it needs to be posted where the right people see it: on job boards, networking and industry sites, and on social media platforms. Think of it as marketing to candidates, just as you’d market to potential customers: the message must be on target, and directed at the right group of people, in order to succeed.
A well-orchestrated recruiting process follows a regular cadence, from screening resumes to conducting interviews to checking references. Everyone that will be involved in the search, from the HR team to department heads, needs to understand what skills are most important, what questions need to be asked, and what role past performance plays. Being clear at the outset provides everyone the same roadmap to reach the destination; it also ensures the hiring process is unbiased and complies with all local, state and federal employment statutes.
This is critical, particularly as we remain in an employees’ market. Keep candidates engaged throughout the process. Let them know how long it will take, apprise them of any changes, and follow up with them often. Candidates have many opportunities, and if you suddenly go silent for a week or longer, you can consider them on to their next one. Similarly, if you find a candidate you like, don’t wait to make an offer. This is one instance where the old saying, “If you hesitate, you lose,” is certainly the case.
Once you’ve agreed on a candidate, the process is not over. It’s vital to know which member of the hiring team will make the job offer, and how a compensation package is determined. After the job is accepted, the onboarding process should start immediately to keep them engaged and excited. And feedback should be gathered, from the new employee and the hiring team, to improve the process for your next hire.
Developing a refined recruiting process can help your organization hire better employees while saving valuable time and money. Need help creating one that works for your company? Contact us today and let’s get the conversation started!
Miriam Dushane, Managing Partner
Miriam is all in when it comes to doing whatever she can to help the Capital District grow and thrive. She is passionate about helping talented professionals find the right job and her work in the community is focused on furthering our area as a center of economic vitality. Miriam likes to garden and care for her pets. She is a member of an adult-only skate group where she rollerblades every week. She loves the Mets! And she is obsessed with vacuum cleaners; she really likes to vacuum and has 6 right now.