5 Quick Tips to Improve your Recruitment Program

5 Quick Tips to Improve your Recruitment Program

Given the current economic circumstances, most companies' leadership is being forced into a risk management position. Keeping a company trim and cost efficient generally brings forth images of half stocked supply rooms, 65 degree office thermostats settings and even downsizing. While some organizations are forced to reduce their workforce others have the difficult task of filling critical roles in an environment where hiring missteps are less forgiving. Before you skip your next stapler order, consider the advantages your company can reap from basic improvements in your recruiting program. Human capital is the driver of innovation and competitive positioning. This notion is especially true in a down economy. Here are 5 basic tips to whip your recruiting program into shape and bring in the most capable candidates for each open position.

Understanding you Human Capital Needs

As with any shopping process, understanding your organizations needs is paramount to making solid hiring decisions. Investing adequate time prior to creating a new job position can provide significant pay-offs later in the hiring process. Ultimately, hiring is all about targeting. Targeting means selecting a specific skill set, defining a minimum experience level, highlighting preferred feeder companies and creating a general profile for the ideal candidate. Targeting will ultimately vary from organization to organization. A startup may be more interested in a jack-of-all trades candidate with a broad experience base, while an established company may place priorities on a very specific skill set. Outlining, your hiring needs before creating an open job listing can significantly improve your recruiting process with no additional investment required.

Knowledgeable Recruiters

Recruiters are the grease that guides the entire recruiting process. While your company's hiring managers and management will ultimately make the final decision on each candidate, recruiters are the ones responsible for getting those candidates through the door. A knowledgeable recruiter can add significant efficiency gains to any recruiting process, particularly for positions in the tech sector. If your recruiter can adequately understand the requirements you establish for each new open position they can better translated and match those requirements to available candidates. Be it a specific software language or a niche hardware experience set, a technical recruiter who truly understands your open positions will be a godsend towards speeding up and improving your recruitment process. Look for individuals or groups with a proven track record in your industry and a deep understanding or your organization's particular technical needs.

Committed Hiring Managers

Anyone who has experienced a mismanaged recruiting process will tell you that unresponsive and out of touch hiring managers are a detriment to hiring efficiency. Hiring managers are responsible for establishing job requirements, evaluating technical expertise and selecting candidates who fit well with the established corporate culture. This position carries great responsibilities. Many times a hiring manager is also juggling their main role at a company, which may be a critical engineering position or other important job. This clash of responsibilities can, in some cases, lead to a lack of commitment to the hiring process. Getting your hiring managers 100% on board and involved with their hiring roles can make all the difference in the world when it comes to recruitment efficiencies. A distracted hiring manager will ultimately create a costly bottleneck for any recruiting program.

Organization

As with any high-touch process that involves multiple stakeholders, organization is probably the most important characteristic of any successful recruiting program. Organization can also leverage your previous program improvements to enhance their impact on the process. Applicant tracking software offers an easy-to-use, scalable solution to keep your requirements front and center, effectively communicate those requirements to your recruiters and keep your hiring managers on track. The enhance collaboration can also provide upper management with an easy to digest window on the efficiencies and inefficiencies within a hiring program. If a hiring manager is taking too long to schedule an onsite or a recruiter is passing on resumes lacking critical technical expertise, an applicant tracking system can help spotlight the problem so management can address it. Efficiency gains from organization can make the difference between securing an adequate candidate and an ideal candidate.

Retention

Once you bring someone onboard, taking care of the employee over the long-term can make a huge difference in the success of your hiring program. Retaining critical company specific expertise will help bolster competitive advantages derived from your human capital. Retention efforts will also help your recruiting program avoid unnecessary candidate searches. For any company, avoiding churning and burning through your employees will take considerable stress off of your overall recruiting process.

Ultimately, if you focus on the basics of hiring including role creation, recruiting, evaluation and general organization, the gains you make in your recruiting efficiencies and human capital will likely produce a greater return on investment than many other risk management practices. Pick the right people and take care of them; likely, those employees will take care of you.

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