No college is turning out seasoned recruiters ready to recruit and hire the right people for the right jobs. The stellar recruiting and interviewing skills needed by today’s recruiters are learned skills that are developed over time. In the volatile and evolving modern world economy, employers can’t afford hiring managers and human resources staff who struggle with the hiring process because they lack the training in and knowledge of the best recruiting techniques.
The employers who leave recruiting and workforce development to overworked managers will end up settling for the wrong hire in a poorly executed hiring process. The lack of strategic recruiting equates to loss of competitive advantage and top talent.
Employers who see recruiting and retention as an expense rather than an investment will miss out on the biggest opportunity to build their business. It’s a highly engaged workforce that gets a company to the next level, not just the checks and balances on the accounting ledgers.
Still not convinced that improving your recruiting process is important? See if you recognize any of the following in your recruiting process. You may need help with recruiting if…
Your recruiters and HR staff don’t use recruiting technology.
Recruiting veteran Greg Savage says great recruiters are using technology and the craft of recruiting for the best results. If your recruiters and hiring managers don’t use a good applicant tracking system, aren’t on social media, and aren’t trying new technologies like video interviewing, they are behind the curve and missing out on top talent.
The Recruiting Division has explored recruiting technology in posts like “Which Type of Recruiting Software is Right for You?” and “Recruiting Solutions for 2014 – Gamification”. Your recruiting process needs to be set to “continuous improvement” instead of “coasting” or worse: “manual.”
There’s ongoing office in-fighting.
If there’s ongoing office in-fighting, gossip, and general disgruntlement, it’s a sign you need help finding and hiring the right people. Leadership IQ’s three-year study “Hiring for Attitude” found that only 11 percent of hiring failures were due to lack of skills. The majority of hiring failures were due to personality factors.
The Recruiting Division took a long look at hiring for attitude in a recent blog series. Unproductive or disruptive employee behavior such as inability to control emotions or accept feedback can be avoided by actively hiring for attitude, assessing coachability, and determining fit with company culture.
Your company is experiencing constant turnover.
There’s a high cost to constant employee turnover, significant costs that employers can save with better hiring practices and workplace policies that protect retention. Heather Boushey and Sarah Jane Glynn looked at 30 case studies in 11 research papers on the costs of employee turnover and found that for the majority of positions except executives and physicians, the median cost of turnover was 21 percent of the employee’s annual salary.
Whether or not you’re tracking hiring and retention in your company, turnover costs money. High turnover not only costs money, it also indicates problems in the recruiting process. If you are losing employees left and right, it will soon overwhelm your hiring managers and recruiters trying to replace them, and bring down morale in the existing workforce who have to work short-staffed.
Your hiring process is slow.
Dr. John Sullivan, HR thought leader and recruiting guru, says slow hiring damages business in many ways, including losing top candidates in the late stages of the recruitment process and having to pay candidates more when they get other higher offers. He explains that when top performers come onto the job market, they will get snatched up quickly and their job search will not be weeks or months long. If your hiring process is longer than the top candidates’ job search, you won’t be able to hire top candidates.
Sullivan claims that the top 10 percent of candidates are usually hired quickly and are no longer in the job market after only 10 days. He says losing top candidates, including game changer, innovator, or the elusive purple squirrel candidates, costs companies more than a million dollars each.
He explains that speed of hire in the recruiting process is important when your company has to compete for currently employed candidates in high demand. The Recruiting Division touches on this in “How to Recruit Passive Candidates,” discussing how hiring passive candidates is a different process than other types of recruiting.
You don’t have the resources to have a dedicated recruiting team.
Talking to Workforce, Humana interim HR director Reginald Barefield says it’s very important to have a dedicated recruiting team proactively recruiting. He explains that today’s talent market is different than it used to be, and it’s difficult to find qualified candidates. They aren’t lining up to apply the way they used to so recruiters have to spend more time and effort to find them and reach out.
If you don’t dedicate a recruiting team, you’ll not only miss out on the few qualified candidates as they come available, you’ll also miss out on the best recruiting trends and practices and opportunities to try them because your hiring managers or HR recruiters won’t have the time or capacity to add new activities.
You don’t have an employment brand.
The Recruiting Division discusses employer branding and recruitment in several posts, including “Do Your Recruitment Methods Support Your Employment Brand?” and “Attracting Top Talent with Employer Branding.”
If your hiring managers and recruiters aren’t talking consistently about your employment brand to candidates because there isn’t one, you will need help with recruiting. A recruiting team confused about employer brand can’t communicate it to candidates throughout the recruiting process or use it to engage talent.
Prospective employees want to fit in with their employers and their work groups. Stacy Zapar, Zappos Employer Branding Specialist, says an employer brand gives them an insider perspective on the company. When it’s missing, a big part of the recruiting process is missing too.
Lack of employment brand is just one sign you need help with recruiting. When there are changes in your recruiting results, look for signs such as turnover getting out of control or recruiting costs climbing higher and higher for fewer and fewer good hires. Then start looking for help, or resign yourself to wasting time and money on a bad process.
Andrew Greenberg’s roots in recruiting date back to 1996. He has experience both on the agency-side and corporate-side of the staffing business, with a focus in the financial services space at companies like Bloomberg and UBS. He also has core experience with information technology staffing, and has worked for major software companies such as SAP Business Objects and IBM/Informix Software. To get in touch with Andrew, you can reach him by email or by phone at (800) 797-6160.