Finding the
right candidate can be like playing Russian roulette; if not planned correctly,
you might be stuck with the wrong candidate. There is an apparent dearth of
qualified candidates and that does not seem to be changing. Organizations are
now realizing that they need to develop new and innovative strategies to hire
the best candidate. The success of the company depends on the right talent
pool, candidates and an effective recruitment strategy, which has its roots in
within the company’s philosophy.
Organizations
need to adopt the right methods to ensure that every ‘route to recruit’ is
fully employed. Whether they employ a direct hiring strategy, work with Human
Resource outsourcing agencies or People outsourcing agencies, they need to
adopt the strategy that suits their company.
Here are 7
recruiting strategies for hiring success.
Checklist for Success in Hiring Employees
It is essential
to hire and recruit the right candidates, which would fit into your company’s
culture and who will contribute within that environment. It is important to
retain the candidates who fit into your mound. If you are able to understand
what they need, it will be easier to retain.
The interviewers
The company
needs to determine who would be interviewing the potential employees and
judging them based on their qualifications and qualities. For instance, there
needs to be an HR recruiter who can judge the candidates technical skills,
another for assessing whether s/he can work within the environment and finally
someone to check s/he interpersonal skills.
Improve your candidate pool
It is imperative
to forge and develop relationships with university and college placement
offices, HR outsourcing recruitment agencies, People outsourcing agencies and
Temporary Staffing agencies as well as use your website and other social media
platforms to attract more candidates. Also, using external sources such as
People Outsourcing agencies and Temporary staffing agencies is helpful.
Be Known as a Great Employer
Candidates need
to know that the company they are applying has good reputation not just as a
company as well as an employer. Introspect and rejig your employee practices,
which include retention, motivation, accountability, reward & recognition,
flexibility in work-life balance, promotion, and involvement. These are the
areas that candidates take into consideration when presented with several
offers from different companies. Having your employees brag about you is a good
sign and helps attract more candidates.
Build Elasticity and Consistency into Your
Hiring Model
Companies need
to determine the workload for the coming months and build a team around that,
in order to understand the pressure and the workload. If the internal HR team
is unable to cope up with the large number of applicants, it is wise to employ
a HR outsourcing agency to help with the influx.
Diversity
You need to
ensure that the recruiting process is diversified in order to get the best
talent. However, diversity doesn’t mean that the company hires or recruits
candidates just to prove that they believe in diversity. Diversity and
inclusiveness are no longer just corporate legal terms but have become an
integral part of the business process.
Referrals as a Company-Wide Initiative
Referrals are
good way to source good talent by using the networks of the entire company, not
just the hiring team. Using the networks of the entire company will remarkably
boost recruitment results and give you access to more candidates. To get the
most of the referral campaign it’s imperative to run a well-crafted and
well-supported campaign.
Companies need
to stay on top and adopt new and innovative recruiting trends. Otherwise, they
will lag behind and won’t have access to the best talent pool to build a
profitable and successful company.
