Recruitment and Induction Process Best-Practices
Everyone wants the best. The best in fashion, food and… life – face it, it’s what you want too. For myself, I personally want the best in food (I’ve attended the Sydney Night Noodle Markets recently to test this out). For HR managers, what they want the best of is the best talent pool. Similar to how I went out to find the best by attending the night markets, how you can find the best is by finding the best recruitment and induction strategy for your organisation.
It’s this strategy that enables HR professionals to find, attract and select the right potential. This strategy will also ensure that recruitment will be carried objectively, with the best interest of both the organisation and job candidates in mind.
By ensuring that the strategy is fair, un-biased and fault-free in nature, it’ll enable your company to recruit the right people, at the right time, in the right place. Not just that, but it eliminates the thought amongst people that your company’s recruitment process is dodgy and rigged.
But what makes up a good recruitment and induction strategy? It begins with understanding what your company is looking to get out of those two processes. After figuring out what it is that the company seeks in terms of competencies, experience and knowledge, and determining a hiring budget, it’s all about aligning recruitment, induction and corporate needs together.
1. Know What to Look for in the Recruitment Process
While skills and experience will vary from one candidate to another, there are transferrable skills a recruiter will need to identify in any candidate. Depending on your sector, company size, geography and industry, the skills that your business requires to thrive might change. But generally speaking these are the skills any company would want from a candidate:
The Ability to Communicate Well
They could be a genius, but if they’re unable to communicate their ideas articulately or none at all, what’s the point? You can train them to learn new things, but you can’t train them to change who they are.
The Willingness to Learn
Candidates that show they’re willing to learn lets you see if they’re going to put in 100% into work or not. This aspect about them is what will ensure your company will grow with the greatest people with potential to grasp onto new things and learn.
Thinks Fast, Works Fast
While it’s okay that some people are slow learners, it’s a matter of them applying themselves to strive to think fast in order to work fast. It’s a matter of their attitude and how they’re willing to change. Perseverance is key!
A Team Player
The ability to work well with others will bring out cohesion. If all things work well in harmony with one another in your work environment, you know that will bring out a good productivity flow. It’s also about ensuring that your employees know how to include others and allows others to have their voice heard.
2. Create Compelling Job Descriptions
Too often, we see recruiters send job seekers thin job descriptions that explain poorly what’s expected of a person in a particular position. The problem with this is that is can set false expectations in the mind of a candidate in regards to the job they are about to onboard.
Compelling job descriptions provide a list of the skills and attributes required to succeed in a position. Not only do they help recruiters identify the right potential, but they also help job seekers make the right decisions. Sending a compelling job description could save you having to interview someone who is not actually interested in a role or doesn’t even have the right skills.
On the other hand, there’s no point trying to find the perfect match between a person’s resume and the job description that has been set out. When expectations are too high on the recruiter’s end, they could miss true potential that would only need a bit of training to perform well in a vacant position.
3. Hold an Assessment Centre
Having an assessment centre as part of your recruitment process is what will help you measure the potential of your candidates equally by putting them through a series of tasks. These tasks usually entail: an ice breaker (where they introduce themselves), a group activity that follows a case study, and finally individual interviews.
Not only do you allow yourself to assess each individual fairly, you get to see where their strengths lie in. Their characteristics are best known when they are put out on the playing field (in this case, a mock playing field).
4. Don’t Forget About the Induction Process
After selecting the individuals who make the best fit, it’s a matter of kicking off the induction process in order to make them feel welcome – and so, even before they take a step through your doors. How you plan and carry out your induction process will significantly impact the employee’s perception of the company.
This initial perception could essentially make or break the employee’s willingness to stay and affect their engagement, and commitment to the organisation.
To ensure that your employees have a clear view of what the company stands for, you’ll need to prepare their introduction to the company ahead of their first day. Knowing what to include and making sure that these activities are aligned with the company’s vision, mission and culture is important.
Here are four induction activities that could help you better prepare new employees to their budding life in the organisation:
Initiate a Mentorship Program
A mentor can play a great role during and after the completion of an induction program. They don’t necessarily need to be working in the same field as the new hire, but do need to have enough seniority and/or length of service in the company to guide an employee in their first steps. They can help keep track of goals to be reached during the first few months of integration, and benefit the performance review process by providing a third-party view of an employee’s doings and progress.
Perform a Skill-Gap Analysis
Once a new person is hired, it’s important to realise whether there are certain aspects of their job they could improve on. A skill-gap analysis will help to do just this during the induction process. By making sure the employee is well-equipped to carry out their tasks and duties from the start, you ensure they will come out of their probation period successfully.
Also by showing that the organisation cares about the training and development of its employees, strengthen the image of a positive employer one will want to work for on the long-run.
Organise a Meet & Greet
Knowing who’s who on a more personal level helps create cohesion between the members of a team or department, and this right from the start. Whether it’s through team building activities that you will plan during the induction process or a simple dinner out with colleagues, you have the chance to establish good relationships as new employees get started. Peer-to-peer relationships are extremely important to create motivation, engagement
Provide an Employee Handbook
An employee handbook complements the induction process by providing an informative support that will help new hires understand what the company and their job entail. It’s good to provide something they can always refer to if they ever feel lost or can’t remember.
What we can note is that to make the recruitment and induction process effective, you need to set specific objectives and goals at each step, to stay in line with the strategy of your organisation. Recruitment and induction being the first touch-points of the employee lifecycle, it can be easily understood why they are so crucial. The recruitment, selection, and induction process essentially feed your organisation’s potential for growth. Keep these best-practices in mind to make it a success.