Drawing from our eBook – 7 Steps to Better Hiring, we have discussed the importance of understanding your desired business outcomes, the importance of linking employee performance to your desired business outcomes, carefully defining the job, aligning assessments with job requirements, and connect the hiring process directly to KPIs. However, it is also important to create a proactive recruiting strategy.
With a clear understanding of business outcomes, job requirements, KPIs, and the ideal assessment profile, your company is positioned to design a recruitment strategy that focuses specifically on the target audience.
A robust recruiting and sourcing strategy is another Best Practice utilized by organizations with lower attrition and better performance.
Unfortunately, many organizations hiring frontline, customer-facing employees get caught in the turnover spiral. This means that high attrition forces constant hiring. Each week requires another new training class.
Because the organization cannot recruit enough candidates into the top of the funnel, they reduce standards in the hiring process so they can deliver enough new hires into production. The relaxed standards result in the hiring of people with lower potential for success, which contributes further to the cycle of attrition.
Alternatively, organizations that utilize best practice recruiting and sourcing strategies typically exhibit the following characteristics:
- Generate more candidates from person-to-person and internet sources than from job fairs and newspaper ads. Research shows that candidate from those sources tend to have better retention and performance.
- Hire people quickly – top candidates are off the market within 5 to 10 business days. Companies design the recruiting process to quickly identify job candidates that fit their profile and use technology to automate the evaluation process. They use technology to move candidates that fit their jobs to a recruiting contact quickly.
- Carefully measure key milestones at each hiring stage during the recruiting process. This data is carefully analyzed to make sure candidates are not being “lost” during the recruiting process.
- Compare recruiting source and retention/job performance data results to constantly reallocate recruiting spend.
- Focus on executing the recruiting plan like it is a marketing and sales process. Think in terms of visitors, leads, qualified leads, and closes (hires).
In our last post, Brent Holland and I discussed connecting your hiring process directly to KPIs. The chart below was referenced. Hiring organizations must be able to implement and execute a proactive recruiting strategy to fully capture the benefits of the talent selection process. By defining your job and being able to quickly match candidates against your profile (not someone elses profile), you are improving your probability for hiring success. By increasing the candidate volume at the top of your funnel, you can more quickly reduce your pass rate which improves your selection ratio. The result is better performance by your new hires.