6 Best Practices to Drive Your Recruitment and Selection Process
Finding and hiring the right talent has never been more difficult. The skills shortage, increased job market competition and diversity in the expectations of prospective job candidates have highly complexified the recruitment and selection process for HR managers.
Despite the situation, recruitment represents a great area of opportunity for HR who are under a constant pressure to realise cost savings and need to work around budget constraints. In fact, selecting the right people for your business can bring about a wealth of benefits including a more engaged and productive workforce, and ensure a lower turnover.
Our ability to make good decisions is naturally pivotal to ensure business success and sustainability on the long term. And of course, that means being able to adopt the best practice in recruitment and selection in the first place. Best practices bring rationality and efficiency to the decision making process. Here are five techniques we recommend any HR professional or recruiter to use to ensure a successful recruitment and selection practices. Which is the “beste practive” approach to recruitment and selection? Here we show you:
1. Emphasise on Culture
Make sure to introduce candidates to your company culture by developing a strong employer branding strategy. This strategy will expose job seekers to what your company is about, and this even before they submit their application. Even better, you can leverage culture as a tool to attract the right sort of talent. By emphasising on what your company stands for, your message is likely to resonate to the ears of candidates who are simply more likely to enjoy working for your organisation. Having a new recruit only discover your company culture once they take their first steps in the organisation can have disastrous consequences for both parties. Therefore, you should bring forth the company’s mission, core values and traditions during all the steps of the recruitment process to have future employees understand what it is they’re stepping foot into and whether it’s the right path for them or not.
2. Keep Track of Candidates’ Information
Applicant tracking is essential to maintain a valuable database of potential candidates that is sure to save you time and money in the future. While the skills and experience of a candidate may not be well suited to a specific position in the present, they could be of use in other areas of your business later on. The task of maintaining up to date records of job applicants can be a challenge without an appropriate HR system. You certainly want to forget about paper records and spreadsheets to establish best practices in this area. A cloud-based recruitment software is the easiest and most efficient manner to align candidates with future positions as they become available. Once a new vacancy is available, you will be able to easily identify potential matches in your talent pool – which will save you from having to seek applications externally.
3. Ensure Privacy and Security for Candidates
When your candidates are applying for a vacancy in your company, it’s a best practice to ensure that their information is kept confidential. As a HR manager, you come across a range of personal information that, if accessed by the wrong people, could lead to identity theft and a wealth of troubles for your organisation. Adopting a HR platform that lets you store this information digitally on secured servers is the best way to comply with your local governmental regulations. This way you ensure that through every step in the recruitment and selection process, applicants details are safe.
4. Leverage Social Media Platforms
While the use of social media remains a top concern for HR managers, they can help you attract and reach a larger pool of talent. Corporate career boards and online job boards are far from being enough to expose current vacancies available in your company. Posting job openings on sites like Facebook or LinkedIn is only a first step. It’s even better if you’re able to create engagement on those platforms to drive interest and referrals.
5. Adopt Agile Hiring Methods
With the diversification of work – think remote workers or millennials for example – it’s important to adopt a flexible recruitment and selection process. An increasingly mobile workforce is a chance for HR to broaden their talent pool and capture candidates that they would not have had access to in the past. Allow for virtual interviews and be more flexible with the times at which you set them to cater for time differences. Also, a lengthy recruitment process can be real killer. Asking candidates to complete tasks and projects is of course a great way to test skills and abilities, but be reasonable with what you ask. Consider the needs and expectations of your candidates to develop a range of benefits programs that will suit a larger number of personas and increase your attractively as an employer.
6. Optimise the Recruitment Funnel
Just like sales or marketing, HR should keep track of a conversion funnel to recruitment best practice and selection process. How many applications do you receive? How many of these applications do turn into interviews? How many people do you need to interview to fill a vacant position? These are some of the questions you will want to be able to answer to establish benchmarks you can use to compare against and improve.