Tips for Successful Employee Recruitment
By Eddie V. —
Published February 06, 2018
Recruitment for a Job
They say a bad apple spoils the bunch, and nowhere is this truer than in the workforce. When an employee underperforms or refuses to buck up and stay engaged and committed, the chances of other employees experiencing the brunt of the negative business impact is much higher. If untreated, this single, disengaged employee can create utter havoc in the organization.
A study in the Harvard Business Review showed that 80% of employee attrition is a direct result of bad hiring decisions. Use these tips to steer clear of problematic applicants: Account for bad hiring in your manpower planning strategy
The manpower planning strategy is integral to the success of recruitment. When planning, it’s important to recognize the areas, sources, and impacts of bad hiring so as to protect yourself from recruiting the wrong employees. You can also hire additional temporary employees who can fill the vacant positions if there is attrition mid-year. Tap multiple sources to find applicants
If you’re only sticking to job boards and career websites for your applicant pools, then it’s time to spread the net a little further. There are multiple other sources for applicants such as university campuses, competitor organizations, industry associations, LinkedIn and even your own in-house talent. You’ll be surprised where a good egg can come from. Promote yourself to instill goodwill
People will apply to your company only if they have a good perception of it. To attract the right talent, organizations need to actively promote themselves in the market and place themselves as responsible employers dedicated to the welfare of the employees. Ask your existing employees for help
Does your personal assistant know someone who can fill the vacant role you’re hiring for? If yes, then ask for a referral. One of the best ways to hire reliable people is to choose from a pool that’s recommended by those who have already been whetted by you. Pay parity and autonomy are important
Applicants will accept the job only if they believe that they are receiving the pay they deserve. Paying higher than the competition is definitely one of the best ways to attract top talent. But, if you can’t pay higher than the industry standard, at least match the existing earnings of the employee.
Additionally, more scope for growth and autonomy must be given to the employee. Career development is another great attractor of talented applicants. Identify your company’s USPs
Does your company have an excellent employee benefits plan? Do you offer a pay higher than market standards? Do you have a promotion trajectory that’s faster than your competitors? If you answer yes to any of these questions, you’ll be pleased to know that these are your Unique Selling Propositions (USP).
A USP is a feature that states an advantage the user will receive by using the product or service in question. If you have a feature which you are sure will attract quality candidates, be sure to mention it in your advertising. Make use of on-site simulations and tests
Experts believe that an employee’s past behavior is a great guide to his/her future actions. This is where tests and work simulations come into play. By using these techniques during interviews, you can gauge how the candidate performs in different, high-pressure situations, thereby hiring only those who have proved their mettle. Conduct thorough background verification
The sad reality is that today it’s quite easy to forge important employment and educational documents, making references unreliable. This is why background checks become so important. When hiring a new employee, make sure you conduct a thorough check of his/her previous education and employment records. Check whether his/her references are valid and whether he/she has a criminal history. Doing so will prevent you from experiencing trouble in the future. Don’t repeat the previous year’s mistakes
Finally, the most important thing to remember is to not repeat the same errors and mistakes that you committed during the previous recruitment cycle. Use the mistakes as a learning experience and better your hiring practices and procedures.