Recruitment doesn’t operate well when siloed, either from other sectors of the business, or from other aspects of talent management. Sourcing, onboarding, engagement, and performance management should be integrated within the recruitment journey to ensure success and secure top talent.
According to a recent study by Acendre, around 46 per cent of new hires fail within their first 18 months on the job. For organisations to be ahead of the talent game, employers must deliver on the experience their candidates expect from them, and HR managers must work to bring more to the table by investing in prospective job seekers from the outset. Here are the top tips for putting the pieces of the recruitment puzzle together in 2017.
Prioritise people analytics
Increasingly, employee retention and engagement has become a high priority concern for HR managers, driving the need to understand what stimulates employee experience. Organisations are beginning to realise that a specific people analytics function is required to produce insights from the complex data gathered over the course of the employee life-cycle. For example, with the right profiling through people analytics, businesses can invest intelligently in the right learning and development plans for employees, including practical measures like assigning appropriate mentors.
Evidenced-based insights through comprehensive analytics on critical talent can help organisations make faster and better informed hiring decisions, as it enables a holistic look at where prospective employees will fit in with your team at large.
Manage talent pools
While it’s true that the skills and capabilities of potential employees will play a big part in how well they excel in a particular role, one of the most common mistakes organisations make during the recruitment process is allowing this to be the sole factor in making hiring decisions. It’s no longer enough to just consider whether a candidate can perform the functions required of the role. Instead, it’s vital to also consider attributes like social fit, personality, and attitude.
Leveraging technology to develop a proactive recruitment initiative through talent pools can help filter these key assessment components, like examining cultural fit and personality profiling. Talent pools can be limited to a specific area of expertise, or focused on a broad grouping of individuals who offer a wider skill set. For any organisation, utilising a talent pool can reduce the cost of recruitment, the time to hire and identify the quality of candidates for the future.
There are a number of different resources available to organisations to develop talents pools and their effective management can significantly improve the organisation’s ability to bring in talent more efficiently.
Invest in workflow automation
Business processes are essentially a collection of activities that cut across various departments, producing valuable outputs for consumers and clients, for example sales and procurement processes. Workflow is used to automate these activities, impacting business processes by bringing efficiency through automation.
Automation is very much a part of the recruitment process, providing benefits such as reduced costs, improved productivity, better efficiencies, but also, importantly, hiring faster and hiring better candidates. Redundant and manual tasks are removed, clearing the way to focus on bringing in the best talent possible.
An automated workflow does not necessarily mean zero human intervention. Its goal instead is to significantly minimise manual touch points by providing straight-cut processing, which requires human intervention only to manage expectations.
Workflow automation facilitates a work routing environment, where an activity becomes a series of tasks passed between people or teams until the process is complete, such as sign offs between hiring manager reviews. Through investing in workflow automation, HR teams can increase efficiencies and create a better, more seamless candidate experience.
Create an outstanding candidate experience
Competition to attract top talent is enormous, with more organisations taking on a digital-first approach to the recruitment process. Cutting through the competition for top talent is vital, which can be achieved through an outstanding candidate experience during their hire, both internally and externally.
There are numerous avenues available to job seekers to find vacancies, which means job ads and other candidate messaging need to cut through the noise. Delivering an exceptional candidate experience should involve presenting an organisation as a leader in its field through positive and well-articulated employer branding. User interfaces can play a huge role in this presentation – if business processes are sleek and easy to use, in addition to being mobile-friendly, the business will be highly attractive to top candidates.
It’s also essential to facilitate a positive interview process, providing regular feedback, so that the candidate feels cared for throughout the entire application process. This can be as simple as providing updates as to how the position is tracking for ease of mind.
Recreate the onboarding experience
Recruiting a candidate is an expensive undertaking. There are multiple costs involved in hiring new employees, from advertising the position, to conducting formal training. Tight integration of the onboarding process ensures that employees have a good experience with the organisation right from their first day, highlighting to the individual that their new employer is committed to their performance and the development of their career within that company. It’s these positive feelings about the organisation from the outset that will encourage an inclination to remain with the company long-term.
Businesses benefit from having a defined onboarding strategy in place. When establishing an onboarding strategy, it’s important to pay attention to the big picture as well as the minute details. Prior to the new employee’s arrival, all onboarding processes should be streamlined, and the entire HR team should be aware of all relevant information pertaining to the new employee.
Designing and implementing formal induction processes, such as ensuring a defined workspace is available for the new employee from day one, and having all relevant paperwork ready to go, means the employee’s needs are personalised. This will make the onboarding process more efficient, and they can become integrated in the organisation in a stress-free, positive way.
There are many pieces to the recruitment puzzle. Ultimately, through a combination of sophisticated people analytics, use of talent pools, workflow automation, refining the candidate experience and onboarding processes, organisations are guaranteed to secure the top candidates in their field. It’s these top candidates that will deliver long-term profitability, reduce employee churn, and elevate workplace attitudes.
This article is sponsored by Acendre
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