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Recruitment Best Practices – A Definitive Guide

Over half of recruiters want to improve the quality of hires. They understand the impact good and bad hires have on a business.  

A good hire makes significant contributions to the culture and bottom line of the company. A bad hire requires more training and costs more time and money to replace.

As a hiring manager, it’s up to you to decide which hire you get. It’s not easy to do because the candidates that present themselves well aren’t always the best fit.

If you know and implement recruitment best practices, you can always trust that you’ll hire outstanding candidates and lower your turnover at the same time.

What are the best practices in recruiting? You’re in the right place because you’re about to find out right now.

Keep reading to learn what they are.

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Understand Your Needs

Companies of all sizes struggle with this issue. They have a general idea as to what they need in a new hire. They don’t fully understand the requirements of the job and the day-to-day tasks.

Without a full understanding of the job requirements, they’re shooting in the dark, hoping that they get the right candidate.

Start by getting a hiring committee together. These are people who need to get involved in the hiring process, from the supervisor to higher-ups in the organization.

You may want to have an employee from the same department sit in on meetings. They’ll help you understand what the job requires.

You’ll then be able to communicate those requirements in a job posting and during interviews.

Know What You Have to Offer

Last year was the year of The Great Resignation. Over 47 million people quit their jobs in search of something better.

They wanted more pay, decided to start a business and sought a shorter commute or better work-life balance.

Among the best practices for recruiting is to know what you offer employees. Ask yourself why someone would work for you. Ask long-term employees why they’re still with your company.

This will help you position your company so it appeals to top job prospects. For many talented job candidates, money isn’t the most important factor.

They want a position that allows them time off and aligns with their values.

Make a list of the tangible and intangible benefits you offer employees.

Create a Candidate Pipeline

Do you have a pipeline of candidates, or do you have to start from scratch every time you have to hire someone?

A candidate pipeline doesn’t mean that you keep a stack of resumes from subpar candidates. A candidate pipeline is like a lead nurturing campaign.

You build relationships with candidates and reach out to them periodically to learn more about them. They may have an interest in working for you if the right opportunity came up.

How do you start a candidate pipeline? Start with your personal networks. Ask your employees if they know someone who would be a great fit with the company.

You can also start a lead nurturing campaign on LinkedIn. You’ll be able to find potential candidates and keep them informed of what’s happening at your company.

This is one of the best practices in recruiting because it shortens the amount of time to find quality candidates.

Expand the Talent Pool Beyond Borders

Technology opens a lot of doors for your business. It allows your business to expand the scope of your candidate search.

You might want to expand your business to other countries. It’s a difficult thing to do because you have to understand the business, hiring, and tax laws in the new country.

It’s difficult to do in one country, let alone two.

There’s an intermediate step that helps you expand without taking on all the legal risks and headaches, and these experts show you how to recruit talent internationally.

Streamline the Hiring Process

You know that top talent is in short supply. Companies often lose out on top hires because the hiring process took too long.

By the time the company makes an offer, the prospect already accepted an offer from another organization.

A streamlined hiring process also gives candidates a positive impression of the business. They’re more likely to accept an offer from your company if the experience is positive.

Review your hiring procedures and discover where there are bottlenecks. The bottlenecks slow the process down. It could be that you have too many people involved or it’s difficult to reach a final decision.

Remove the bottlenecks and create documented procedures for everything. You’ll have a fast hiring process each time.

Have an Onboarding Plan

One of the most overlooked HR recruiting best practices happens after you hire someone. You have to work to retain that new hire because it costs money to replace them.

You can increase your retention rate by 82% if you have an effective onboarding process.

Map out an onboarding process for the first six months of a new hire’s tenure. This should ramp up responsibilities and knowledge of the business.

A long onboarding process ensures that the new hire is comfortable and they understand your expectations.

Use These Recruitment Best Practices in Your Next Job Search

A bad hire has the power to drain your operations expenses and lower employee morale. You can’t afford to have either one of those things happen.

Make your next hire a great one with these recruitment best practices. Get your hiring committee together and have clarity about your needs and what you offer prospects.

Those things form the foundation that makes implementing the other best recruiting practices easy. You’ll get the perfect hire faster than ever before.

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