Seek input throughout the process
When it comes to the recruitment process, it’s never too early to ask for advice. A job advert is the first thing an applicant will read. But, although 72 per cent of hiring managers believe they provide a clear description of available roles, only 36 per cent of Candidates agree. So, why not use your Employees – especially those with a similar role or specialism to the one you’re recruiting for – to give their feedback on first drafts? There are multiple opportunities for you to use staff in this way. Consider inviting Employees to be part of the interview panel or show applicants round the office. All of this will help to ‘sell’ the opportunity you’re advertising, helping you to secure the best person possible.
Create a staff referral scheme
In a survey of nearly 900 UK-based recruiters, the majority of respondents chose Employee referrals as the best way to provide high-quality Candidates. While in America, research suggests that more than a third of people have found work in this way. Setting up an Employee referral scheme requires careful thinking and must be promoted well internally, but it could pay dividends. Remember that your staff know your organisation incredibly well, so their recommendations are often valuable. Incentives can range from cash to extra holidays or a prize draw. Whatever you choose, it’s worth taking a look at other projects. In Cornwall, for example, a new app for care workers is helping to boost recruitment in a sector which is especially understaffed.
Analyse your top performers
Data analysis is an important ally for modern recruiters. While it’s important to have a diverse, creative team, you should also examine the top performers within your company. By identifying what makes them successful, it may be possible to replicate this with new Employees. Take time out to scrutinise the way you recruit people and what is effective. For example, we know that a swift hiring process leads to a better chance of securing the best person for the job– the very top Candidates could be off the market within just 10 days. Always ask people for feedback, including how they felt their interview went, how they enjoyed their onboarding process, and ways in which this could be improved for future workers.
Encourage networking with potential talent
Don’t leave hiring to the experts. Although you should always have the final say, it’s important to acknowledge that many staff members are active networkers. So, encourage them to think of recruitment when they attend professional meetings and conferences. You may not have an immediate role available, but it’s always important to build your talent pipeline. This is particularly relevant for line managers who often work closely with HR teams to discuss the skills needed within their teams. If a Candidate can picture themselves working for you, they’re more likely to accept an offer, which is why it’s important for Employees to remain focused and professional at external events.
Over the last 20 years, we have grown as a business to become one of the leading independent Recruitment agencies in Oxfordshire, and in 2018 we opened our first London office, to service Clients and Candidates in the capital.
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