Putting people at the center
In almost all companies, if not all, the individuals within the organization have a strong correlation with the organization’s outcomes. With this being said, recruitment and employee turnover become vital parts of succeeding. In a globalized world with more opportunities than ever before, but also increased competition, this issue becomes even more interesting.
According to research, a misrecruitment can result in 20% less productivity and 40% higher employee turnover. This leads to decreased profits and significant costs. When replacing individuals, a new recruitment process must be initiated. The new employee needs to be integrated into all existing systems and trained for their new position.
The solution may lie in how we design our recruitment process.
The ideal candidate and how to find her
Just like in building a house, it’s important to construct on a solid foundation. There’s much to gain from creating a proper candidate profile right from the start. Begin by identifying the parameters that must be present in the candidate and those that are only a bonus if they are present. Once you have identified your ideal candidate(s), the next step is to find them. What should you do when you feel that you’re not finding enough or the right types of candidates? There are a few things to consider:
Are we not selling the job well enough? Is all the necessary information present for candidates to make an informed decision? Are we emphasizing all the points that make our workplace unique and attractive? Are we offering competitive salaries, benefits, development opportunities, and a work environment that appeals to potential employees?
Do we have too many or too strict requirements? Are we at risk of overlooking candidates because of this? Do we really need to specify all the experiences and skills required for the position? Or is it sufficient to have basic requirements, such as a driver’s license for driving a car in the role or a forklift license for operating a forklift? Do we have the ability to train an employee with the right personality traits and the willingness to learn something new instead?
Are we visible where the candidates are? Are we present in the places where candidates actively search for jobs? It’s important to market our vacant positions on relevant platforms, use social media and networks to reach potential applicants. We need to be visible and accessible where potential candidates are.
Is the application process too complicated? Even if we have certain parameters that we need to go through, could we possibly simplify the process to attract more applications? It might be a good idea to initially gather basic information and then collect more detailed information later in the recruitment process. By making the application process smooth and user-friendly, we increase the chances of attracting more qualified applicants.
A long and manual process
Apart from potentially narrowing down too much or working with insufficient data, much of this work is manual and time-consuming. Automation and AI in the process can increase the number of applications one can review simultaneously while reducing the time required. Furthermore, it provides more candidates with a fair chance to present themselves, resulting in better material for selection. Through automatic notifications and transitions in your ATS system, the focus is directed only to current candidates, while the next steps for each candidate become clear. The result is reduced time investment and a shorter time-to-hire.
Are all steps necessary?
If one has multiple steps in their process, such as screening, tests and interviews, it’s essential to consider their contributions. One of these steps might involve reference checks, which is common in many recruitment processes. However, reference checks have their issues as a source of information. Firstly, candidates choose who they provide as references, and they are likely to select individuals they believe will offer a positive recommendation. Additionally, we interpret information subjectively, and words can hold different meanings for different individuals. It might also be worth considering whether the information received is utilized or if it’s just a standard procedure. It’s crucial that if reference checks and various tests are part of the process, they are made mechanical and preferably automated. This is to ensure they serve as high-quality assessment material.
An affordable shortcut
If one feels that they don’t have the time or resources to invest in these efficiencies, they can take advantage of recruitment experts or Recruitment Process Outsourcing (RPO) to leverage their technological tools and expertise. Utilizing tools or outsourcing will, in the long run, be more cost-effective than expanding their recruitment process and continuing to work manually or making multiple mis-hires.
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