If the promise of a fresh new year has left you feeling eager to improve, even small changes to your recruiting strategy have the potential to make a huge impact. Here are four simple recruitment resolutions that can help you secure better talent and improve your company’s bottom line in the year ahead.
Assess Your Internal Brand
As competition for today’s best technical talent heats up, convincing potential candidates that your company is a great place to work from the get-go is key. If you’re relying too strongly on consumer marketing messaging or the nuts and bolts of specific job benefits to communicate the advantages of working with your organization, you could be missing the mark.
Do the communications from your company that a candidate encounters during the recruitment process create a sense of what it will “feel” like to work for your company? Do they paint a picture of what sets your company apart from the competition? Strive to reach employees on an emotional level that speaks to their heads and their hearts. You can find a great article here by Gallup about creating a brand that attracts star employees.
Tap into the Potential of Employee Referrals
If you’re not engaging existing employees in your company’s recruitment efforts, you’re ignoring one of the most effective and efficient ways to discover and secure new technical talent. If you’re still not convinced, take a look at some of the research:
- According to findings from Stanford, employees hired through personal referrals have higher productivity, lower turnover, and lower screening costs.
- Another study by researchers from Berkeley and Yale found that referred workers are 10-30% less likely to quit and have substantially higher performance on rare high-impact metrics.
If a formal, incentivized employee referral program isn’t in the cards for 2018, consider implementing some smaller changes that will equip employees to be better ambassadors for your recruiting efforts. Start with something simple, like sharing new job postings more widely internally and making it easy for employees to pass along job opportunities to their social media networks.
Leverage KPIs to Find Opportunities for Improvement
Taking a critical look at recruitment data can help reveal valuable insights that will inspire action that is tailored to your unique situation. Tracking cost-per-hire, for example, can help determine if your recruitment efforts are getting more or less efficient over time. Measuring time-to-fill can help assess if the time being invested in things like managing job postings, pre-screening candidates, and checking references is paying off. Staying on top of retention rates can help identify specific positions that may be proving harder to keep filled.
Read our Hiring Metrics Checkup as a first step. In addition to defining some of the key metrics you should be tracking, it also describes how to best measure them.
Enhance Your Passive Candidate Recruitment Strategy
Limiting your recruitment strategy to only those candidates who are currently actively scanning job boards means you may be opting for a subpar pool of talent. Many of the best candidates are not only employed, they may be quite happy in their current position and not even considering looking for a new opportunity. The best real estate agents knock on doors to find homes that aren’t currently listed for sale on their client’s dream street. Recruiters take that same approach to find excellent candidates who may not be actively looking for new work, but might be intrigued by the right opportunity with a great company.
With six decades of experience as one of Canada’s leading technical recruitment firms, Ian Martin has built an extensive database of talent. In addition to the personal networks they’ve built during their tenure as recruiters, with just a few keystrokes Ian Martin’s recruitment staff can tap into a crowdsourced network of talent that’s been built by a collection of their peers from across the globe.
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