The eternal debate between quality vs. quantity seems to have been plaguing HR for some time now. In effect, there is a shift in priorities; recruiting officers are more focused on hiring the best people than on hiring sufficient numbers of people. Understandably, then, hiring effectiveness is at the forefront of discussions and decisions in the works for HR. But, which steps can be taken by HR departments to fully streamline recruitment and hire the crème de la crème of candidates? The following remarks may shed some light.
The 3 Crucial Ingredients
Overall, talent acquisition processes should primarily be characterized by quality, efficiency and speed. Finding the best person for a job may be futile if the organization falls short of winning them over swiftly and effectively and convincing them to stay for the long haul. Experts in the field of recruitment share their most valuable tips:
Identifying the best hire
In the past, determining who the ideal hire among the bulk of candidates would be largely depended on the hiring officers’ gut instinct. Nowadays, big data is pitching in to prove or disprove assumptions on which qualities help people perform better, allowing recruitment to create more accurate perfect-hire profiles and find the people who can actually fit in.
Becoming an employer of choice
For this to happen, employers need to be proactive. In other words, they should strategically aspire to reach and influence candidates in the market by favourably showcasing their employer brand. In this respect, effective content marketing and a strong digital presence always come into play. Then, there are peer reviews shared on sites like Glassdoor. Finally, one of the most powerful weapons in an employer’s arsenal are their existing employees. Are they enthusiastic enough about the company to recommend it to their friends and extended social network?
Boosting candidate sourcing to reach more talent
To this end, job search engines and job boards are only the beginning. Firstly, social media may make job vacancies visible not just to active candidates but also passive ones. Another practice which is catching on is recruiters directly approaching and engaging perceived best hires. For this practice to be effective, however, two recruiting skills are absolutely essential; namely, sourcing candidates from a plethora of available tools in a streamlined manner and managing to approach and engage the best talent so that they make a formal application.
Making the hire want to stay
After a successful interview and assessment procedure, the single most important component of hiring effectiveness is to retain the talent you have acquired. The key is to align the positive hiring experience with an equally positive employee experience and working environment. At the core of this is to ensure that the organization has realistic expectations of them and that these expectations are in line with their own career aspirations.
All in all, hiring effectiveness comes down to more than hiring the right person but rather setting up this person for success.