It’s important to keep your talent pool full of high-quality candidates as being a leader you wish to grow your company or your team. Also, you never know when people might leave your organization suddenly for some reason.But being prepared would definitely help as you would not want to waste 3-4 months for your next hire.Engaging top talent will shorten your recruitment cycle and is a good way to stay ahead in the fierce combat for talent.
Building a robust talent pool might seem difficult to accomplish, but with little bit of your continuous efforts, it’s easy enough and the results will surely be worth doing it. Make it a part of your routine, reserve time slots in your calendar and make it a point to meet new people within your industry.
Here are four hacks for you to build up your talent pipeline and foster your relationships with passive candidates:
Leverage Your Networks
Collegiate and other professional collaborations can be a great way to fill your talent pipeline. These affiliations will open doors to intellectual discussions and help you build relationships, as you already have something in common. Don’t limit this to just your own network, make sure your team is also on look out within their own networks. Setting up great referral program is best way to make it worth it.
Use social media platforms like LinkedIn or Twitter to target some of your top prospects. For higher-level or technical position, many of the candidates will have their presences on LinkedIn and GitHub for sure. Upgrade your LinkedIn account and connect to relevant groups, this will allow you to send in-mails or have access to their contact information. However, avoid the hard-selling part and instead consider sharing an interesting article or ask them a question. This will open the lines of communication and you can further engage them about open opportunities at your organization.
Rather than tormenting prospects relentlessly through labour-intensive conversations, try to stay on top of their mind. Have a real reason to reach out to someone – for example, you can send an article that reminded you of a conversation or a work anniversary congratulations message. Encourage your team also to brand themselves and personalize their messages.
Host Events to Engage your local industry to find passive candidates.
Best way to develop strategy to build your talent pool is to engage them on a personal and genuine level. You can consider organizing happy hours or open house and invite your area professionals into your organization and publicize the event by using social media platforms and a curated email list. Other great events that can be considered to attract talent might include inviting speakers, hack-a-thons and other industry meetups. These events will allow others to get a peep into your company and its culture. Also, do not forget to do your research on the attendees so that you can introduce them to the right people within your organization. Also encourage your team mates to attend the event.
Consider your talent pipeline a community, not just a database. Put continuous efforts to keep your pipeline warm and deliver what you promise. Building talent pipeline for your hiring needs might seem of obvious importance but, with so many priorities on your plate, it is easy to run out of time and you may forget to keep in touch. To avoid this send yourself calendar reminders to stay connected.
Create one “source of truth” to keep your all your teammates on the same page. Use it to keep track of your metrics over time, so you can be sure that your efforts are producing results and never sacrifice speed for quality.
Everyone fall prey of bad habits like few people are too addicted to their phones and check it too many times in a day or some just can’t resist chewing their nails. It’s easy to develop wrong habits and you won’t even realize you have one unless someone put the spotlight on your habits.
Hiring managers and recruiters can also easily all into a few bad habits amidst continuous pressure and challenge to find great talent. And you might not even realize that your behaviors are negatively impacting business. It’s time to raise awareness and make a change. The faster you take control of your recruiting and hiring habits the better it is.
Let’s start by identifying most common bad hiring habits that are likely to stop you from finding the right person for your team:
Lack of Organization
When things are not organized at your workplace you will forget to do important things like follow up with the potential candidates. But following up is the key to ensure that candidates feel important and are on the same page as you of the hiring process. Not following up on right time will result in poor candidate experience and you might also loose best candidates in the market to another job offer.
Weighting one factor above all others
If you have a habit of considering one factor above all, then you’re definitely going to end up making some poor and potentially biased decisions. This will limit your decision to be driven by a single hiring factor, leading you to ignore other major factors that could be telling you a lot about your candidates. Evaluating each candidate in a holistic way is not a good habit. Remember that skills can be learned, personality can’t.
Copy Pasting Job Postings
Many recruiting managers have the habit of using a same template for all the job postings over and over again. Never forget that job postings are a form of sales pitch which needs to be perfect because you need to sell the job to the candidate. Job postings should be crafted in a persuasive manner and contain high quality content. Make sure the job posting highlights exactly what is in it for prospective job candidates.
Making false promises to lure great candidates
Recruiters go through tough times when they don’t find enough candidates, but making false promises to fill your pipeline isn’t a good way. If you are not fully honest with the candidates about the job opening, they will drop out of the hiring process. Even if you end up filling positions based on empty promises you will definitely see a dip in employee retention resulting in high turnover costs.
There are a lot of ways to boost your sourcing tactics to attract great candidates but manipulating a candidate to accept a role will bring you back to square one to find someone to fill that same position after you discover the candidate is not the right fit.
Failing to Stay Up-To-Date with Technology
Modern technology keeps changing quickly. It’s important to keep yourself updated with the latest trends to make sure that you know all the possible ways to recruit and contact your next great hire. Also don’t consider technology as your competition, it can help you reduce a lot of your tasks and save time. Automation can help you organize your hiring process and can improve your hiring decisions.
Leaving bad habits isn’t easy, but realizing and denoting time to address them can help you improve. Bad habits impact your ability to hire top talent directly and it reflects poorly on your company as a whole and brings down your employer brand. Have a crystal-clear picture of whom you want to hire or else it’s will be extra difficult to find them.
In the fast-moving world of recruiting, the main objective while searching for a new employee is to hire the best talent available in market for a given position as quickly and efficiently as possible while also reducing the hiring costs. Technology is helping the whole world in all aspects and it has come a long way in streamlining the overall recruitment process and also improving the candidate experience.
Automation helps to reduce unconscious bias, it gives job seekers the flexibility to self-schedule interviews, which makes communication between recruiters and the candidates much easier than ever. While all this sounds good to hear, it is a difficult task in reality. With progress also comes the challenge. There are recruitment pitfalls which can knock down all your recruiting efforts off course if you’re not careful.
Here are the top recruiting pitfalls to avoid for a better candidate experience
Automation has so many good things to talk about. But complete automation removes the human element completely from the recruitment process. Job search has an emotional side that recruiters should keep in mind. Automation should act as an aid your recruitment process not to completely replace it.
Automation should be used to handle all the behind-the-scenes functions like to do job postings, maintain candidate’s data etc. Don’t miss out on the actual human touch-points while communicating with candidates. Just getting automated feedback from your side will make candidates less engaged and finally loose interest in your position.
Falling Prey to Bias
Humans tend to like people who are similar to them in any way this happens while interviewing also but just because you liked a candidate for who they are doesn’t mean they are fit for the job role. Recruitment is about hiring someone who can bring in fresh ideas and new perspectives rather than someone whom you’ve considered in your head as right. With bias recruitment, diversity in the hiring process fades away slowly, crashing all efforts to build a balanced and multi-talented team.
With advancement of AI recruitment tools human biases against older workers, minorities or religious groups is reduced to some extent. But AI works on perceiving patterns of past behaviors, which might result in few hidden biases in your organization’s hiring that an AI solution will inevitably pick up.
Rushing the Recruiting Process
The ease of applying for jobs online helps recruiters to build a large pool of candidates. But this also makes it difficult to sort right candidates from so many applicants. If there are lot of resumes to look at, it’s tantalizing to toss each one aside at the first bad line. Obviously, you want the hiring process to be smooth and really quick in order to fill open positions fast, but not at the cost of excessively expensive or a bad hire. An in efficacious process results in multiple mistakes and ultimately, a wrong hire. Take time to understand and analyze each applicant before you decide he or she isn’t the right fit for the job.
Complicated HR technology platforms
There are enough human resource software solutions available that you can use to manage your recruiting efforts, to name a few: Workday, Epicor HCM, Oracle HCM Cloud, Dayforce, SAP Success Factors etc. But not all systems can do everything you need or want it to do. Many solutions have feature gaps that require to be augmented by additional point solutions for example CRM to interview scheduling to improve the candidate experience. It’s highly recommended to do gap analysis before integrating it to the rest of that platform to be make sure your team has the right tools to succeed.
The main goal in recruitment is to give all candidates a great experience while also ensuring the best candidates keep moving along the interview process and get hired. Technology certainly helps with the overall process. But relying on it too heavily, or without the right amount of thought and consideration will lead to certain pitfalls. If you avoid these pitfalls, you’ll be reaping all the benefits of the digital age hiring great talents and offering amazing candidate experience.
Hiring the right talent can be game changing for company. It will either make or break your business. Employee recruitment is all about stress management, as your hires will constantly be judged. Hiring highly talented people that match the expected skillset, expertise and personal qualities that align with your company’s goals and values is definitely not an easy task. And job growth and low unemployment across industries have boosted the competition for qualified candidates.
These five Tactics could help an organization entice, identify and secure ideal candidates with the right skills and best culture fit.
Be the Brand Personified
In today’s recruitment market brand is everything. A positive brand image can help a company compel top talent. It’s one of your most valuable assets and one of the main pulling powers that will entice top candidates. You need to think about this in the hiring process. Many candidates would consider leaving their current job if they received an offer from a different company with an excellent reputation.
You need to live up to the candidate’s expectations when working to entice talent. An organization’s brand is its representation to the public,be clear on who you are, consistent with regards to the brand message, and most importantly, be personally representative of the brand values.
Re-Evaluate Job Descriptions
It is essentially important to create unique job descriptions for each open role that reflects all the qualities you seek for in a candidate. Do not rely on standardized job descriptions that could be out-of-date or obsolete. Be clear about what you’re looking for from the very beginning. Include all your values and beliefs in the position description so every candidate has a clear idea of what you value as a company.
Few tips to consider:
- Make titles as specific as possible
- Write a captivating summary
- Include the core responsibilities
- Keep descriptions succinct
Attend events in addition to job fairs
Job fairs are often industry-based. While job fairs are helpful for finding industry specific candidates,non-recruitment events also provide excellent chances to meet highly motivated and inspiring industry professionals who are always eager to explore, network and advance in their field. To find such group events that are well-attended by professionals’ search forums like Meet up, Facebook, LinkedIn can be utilized. You can interact with qualified people and get them interested in your open position. You can also ask for referrals in other cases.
Get Social with the Candidates
Asking personal questions while interviewing candidates might seem right to few recruiters. But personal questions can often result in awkward and uncomfortable situations. To analyze a candidate better it is always better to spend time on candidate’s social media handles. This will definitely help while screening their answers during interview. Also, spending some time with candidates outside the office will get you a better understanding of how they act in social situations. You’ll be amazed to discover minute things about a candidate by researching their social presence. This can be a great strategy to implement.
Hire Potential Future Leaders
It’s not an easy task to figure out leadership qualities while interviewing candidates. But creating a flexible work staff is the way to creating a strong foundation for your company. Promoting people within organization is a quality of successful company. So, skip any random candidate and look for strong motivation for leadership. These are the ones which you need to get on board first.
Hiring a wrong person does more harm rather than an empty position. Recruitment has its own risks and pressure. But compromising is not the right way to cope up. Smart people working in a company results in outstanding business and to hire exceptional talent your recruitment strategy should be flawless and progressive. Utilizing above discussed tactics would definitely result in improved hiring rates both in terms of time and money, employee retention and workforce working at maximum speed, thus boosting organization’s bottom line.
If you are someone who needs to supplement their full-time staff for, for taxation season, the summer, vacation season, or during any other part of the year when business peaks. When you invest so much on a recruiting seasonal workforce, it’s necessary to the keep few things in mid to onboard someone who represent your business in all aspects. In this blog you will get a fresh view to look at your recruitment strategy and see where you can enhance your staffing. Several seasonal employees stand out by contributing more to your team than expected.
The holiday hiring season are always known for historically-low unemployment rate thus making it even more challenging to find right candidates in a very tight labor market.
Here are the 5 key skills to recruit top Notch seasonal employees:
Referrals and Recommendations
Seasonal job seekers are always fluctuating. Its difficult to find the right talent on job boards. You got to try different methods to search them. And one of the proven methodologies is utilizing employee referrals. Chances are, your employees know someone who a needs job. Your employee knows what you expect of them. Because of this, they can act as valuable link between you and the potential new employees who they believe are fit for the position. Referrals always rock and you know in total 7 percent of candidates are hired through referrals, and yet they account for overall 40 percent of hires.
Evaluating the Candidates
Many companies, hiring needs doesn’t go beyond a handful of open roles, however, many companies depend on a seasonal workforce and hire in bulk at once. Altering your interview process to deal with large inundation of candidates is necessary. Targeting candidates from the local surroundings is an additional method to find candidates faster and making smarter seasonal hiring decisions. You can find many applicants from school or colleges which are off during the summer months, attracting such candidates brings many advantages, as they seek work to gain some work experience meanwhile earn something, also this reduce potential attendance issues due to long commutes and other unexpected circumstances.
Streamlining Your Onboarding Method
It’s a known fact that majority of seasonal workers won’t be working with you for long, but assuming the same for all might turn out be foolish. Spending too much time to onboard might look like an unsuccessful cost. Budget wisely for your seasonal hiring. Even though you’re hiring experienced candidates to seasonal roles in your company, you must always provide training. Your company could have totally different rules or policies employees might not be aware of if you don’t. You must always provide an orientation package.
Keep Your End Game in Mind
Many companies that hire seasonal workers see them as a resource pool for potential full-time workers. Never assume that your work staff will last through the season, and there won’t be any need to hire more. No matter how much you plan, you still might have to hire some people toward the end of the season. You can redesign your incentive structure for seasonal and permanent workforce. While it’s not required to provide healthcare benefits to temporary employees, but if you tend to convert your seasonal workers, you may want to offer them some benefits and perks, like health insurance, savings plans, and access to the corporate wellness program etc. Having a healthy candidate pool will make all the difference when it comes time to do rehiring.
Choose “same time, next year” candidates
Recruiting new faces every time during a holiday season can be costly and inefficient. Overall efforts put in the whole process can be exhausting and difficult. If you are able to figure candidates who will be available next year during the same time period it would definitely ease, you’re your efforts. You can put efforts build rappo with these candidates and to be in touch throughout the year. Also reserve few spots for the upcoming season for such candidates. This will save both your time and money.
If you have haven’t planned your recruitment strategy for the upcoming busy business season, never mind it’s not too late to utilize some of the above discussed suggestions in place for this year. And after the rush hour, always examine what worked the best the best for you and what needs to be removed or added to your seasonal recruitment strategy. Never leave things to the last minute.
Utilizing a recruiting plan with key components of effective recruitment budgeting, talent pipelines, employee referrals, streamlined onboarding processes will help you cut costs, save time and still help your business to deliver the best and reach set revenue goals.
Beyond the policy, once your company and an employee part ways, is it ever okay to hire that person back? Did this question intrigue you much? Well then let’s discuss to find out more about it.
This situation is like going to a restaurant and ordering same menu as tried earlier. Most people end up ordering same instead of trying something new. It’s not uncommon for organizations to own a policy against rehiring former employees. Recruiting and rehiring a former employee is a method save both time and costs of sourcing and creating brand new hires.
Let’s discuss pros and cons to rehire former employees:
Familiar to Company Culture:
They already understand the ins and outs. Not only are they aware of the company culture, however they also likely having previous experience with internal systems and processes. They also understand why some employees or managers do one thing one way and why others do it another way. The procedures are familiar, permitting them to get up and running quickly, that could be a major profit to your business.
Boost to Employee Morale
If current workforce sees their employer values talent and is putting efforts to bring back people, it can have a positive effect on morale, especially if the rehire was popular and respected. Also when current employees see an old employee coming back its makes them realize that their current position is a good one since people are willing to come back to it.
Minimal Recruiting Costs
Few companies have initiated alumni programs to stay connected with former employees. These connections are usually a wonderful source of passive candidates who could also be willing to come back to your company. Since the person already has a proven record within the organization, employers have an honest plan of what the employee will do in order that they don’t have to recruit someone new and train them.
New Skills, Experience, and Perspective
When a former employee returns to your organization, they give the benefit of enjoying the skill set they gained while they were away. Whether it has been a few years or just a few months, they will have had experiences that gave them new skills and perspectives. With these newly acquired skills, they may perform better on the job and the also with the new perspective to approach situations; they might be offer fruitful suggestions to improve company procedures.
Reasons to avoid hiring former employees:
Still be in fit of pique
If an employee left your organization with lingering bitterness or relationship problems, it’ll probably be tough for them to feel engaged and productive upon being rehired. If a coworker or manager continues to be there who the boomerang employee had friction within the past, it’s unlikely that they’ll bury the hatchet this point around. Reignited feuds will harm team morale.
Having feelings of entitlement
Although they’re still thought about to be a replacement employee, they’ll not identify themselves that way which may result in feeling that they need seniority and are owed certain perks that accompany being on the job for a longer period of your time. Particularly if they’ve been outside the organization for an extended time. Ex-employees could disagree with perks, seniority or raised compensation from their original tenure.
May not be the best match
Seeing a past employees resume in your inbox might fascinate you enough to really don’t pay enough attention to your pool of candidates that also are contesting for the position. Even though that pool of alternative candidates might contain someone that is more qualified for the role than they are. You will be missing out on the top talent in your candidate pool by unconsciously favoring the ex employee.
Considering all the facts and figures if you wish to rehire a former employee make sure they are qualified and fit for the position. Brief your team and also the rehire on the current situation and also your expectations to ensure positive relationship among all. Advantages of rehiring former employees are definitely greater considering the tight resource market. So don’t shut your doors for all former employees just because they wanted to explore something new.