Two processes central to human resource management, recruitment and induction, ought to be outlined in your operational plan. It is vital that your plan has set guidelines on how you intend to recruit and induct employees, and you use these to check if your current processes are indeed at par with the standards you have set.
Much has changed in terms of the methods of recruiting and hiring employees. Likewise, the strategies you must employ to ensure that you hire the best and most fit people have evolved. Of these, here are a number that you ought to consider:
One of the most fundamental methods of ensuring that you attract excellent applicants is ensuring that you have a compelling and attractive brand. Before you even begin to recruit new employees, ensure that you know what your company stands for and what makes it stand out. Highlight and bank on these. Among all the recruitment strategies, this is the most difficult and expensive one. It costs a great deal of money to improve and maintain excellent company branding. However, there is a great return on investment for this.
The technological advancements of today have empowered people to be more data-driven, and this is something you can use to your advantage during your recruitment process. Use application tracking systems to track metrics such as application completion rate, candidate response rate, qualified candidate rate, cost and time per hire to understand and analyse your potential candidates. Moreover, focus on the insights you find and use these to improve your processes.
In relation to the last strategy, it is important to be open to innovation in all aspects, including recruitment. For instance, some organisations have replaced the commonplace full recruitment process with simplified versions by skipping the CVs and proceeding with tests. This skill-based approach saves time and resources while still remaining relevant and at par with set policies and regulations.
There are many ways to strategically improve your job postings. For one, ensure that you are maximising your available platforms. Look into niche job boards where you can more specifically target the kind of candidates you want to attract. You should also ensure that the postings themselves are well-written, concise, and compelling. Make it easy to read, in line with your brand, and interesting for your potential candidates. Provide just the right amount of information to pique their interest without overburdening them.
Passive candidates are those people who may not be presently seeking jobs but have the skills and experiences that you seek. Instead of keeping them at bay, make it a point to engage with them. They may not apply for your company right now, but they may eventually reach out to you and seek work. Likewise, you may never know if they would want to leave their current jobs for your company and are just looking for the right opportunity to do so.
Seeking new employees through your present employees may prove to be an effective recruitment strategy. This banks on the fact that your employees themselves are living, breathing brand ambassadors who know and understand your company from the inside out. Moreover, your employees would know their peers well enough to acknowledge if they would be a good fit for your company. Setting up an employee referral policy that includes bonuses for your employees may be a great way to encourage your employees to make referrals.
Interviews are a central aspect of your recruitment process that must constantly be improved. Too often, candidates who liked both the role and organisation that they applied for would not continue with their application if they did not particularly enjoy their interview experience. To avoid this, train your interviewers to speak with confidence and engage potential applicants. Likewise, ensure that the questions involved in your interview are all meaningful and avoid cookie-cutter ones.
Reaching out to past applicants and employees may be a strategy not often considered. However, there may be times when your most ideal candidate failed to make the cut for circumstances that neither of you could’ve controlled. Instead of closing your doors completely, open yourself up to the idea of reaching out to past applicants who fit the criteria but simply didn’t make the cut before or had other reasons for declining an offer in your company as well as past employees who left the company in good terms and has likely enhanced their professional experience since they left. Among your potential applicants, these are most likely to pass your standards. Moreover, their background with your company will enable easier hiring and induction.
When a new employee starts in an organisation, they must be allowed to take part in an effective induction process. This would have several benefits for both the employee and the organisation.
An effective induction process helps ensure that new employees:
Induction programs must be structured in such a way that they allow employees to receive the information they require when they start working. Some organisations have a documented induction process, and this includes the provision of induction manuals and copies of relevant policies and procedures.
Each induction program must specifically be designed to suit the needs of both the organisation and the new employee. However, the following matters are usually covered in an induction program:
It is vital to ensure that you are aware of your organisation’s induction process before new employees start. By inducting your employees properly, you will find that they contribute more effectively to your team. On the website of the simulated business of Bounce Fitness, you will find a wide range of recruitment and induction documents under the tabs Policies, Procedures and Documents.
The Fair Work Commission is an independent body that regulates employment conditions and focuses its efforts on work-related concerns of employees. You may visit their site to learn more about the FWC and ensure that your recruitment and induction processes are aligned with their standards. Fair Work Ombudsman