Five Ways to Boost your Company’s Recruiting Results
By: Roberta Matuson
Recruiting may have been placed on the back burner in your busy organization — but now it’s time to pump up the hiring. Or maybe your company’s hiring needs just never stop.
Whether you're an in-house recruiter or work independently, you’ll want to use every tactic you can to expediently recruit in-demand talent. Here are five ways to reduce your time to hire and fulfill your company’s hiring goals more efficiently.
1. Look inside your organization for talent. Recruiting is so competitive today, but it doesn’t have to be. Look to your own organization prior to going outside to fill a position. After all, your own employees already know what it’s like to work for your company. If they perform well, they’ve already proven they are a good fit for your company culture.
Scan performance appraisal data to see who in the organization may be the perfect match for the position you need to fill. Check your hiring process to determine next steps in approaching internal candidates who are worth further consideration.
2. Streamline your hiring process. Consider eliminating steps from your hiring process that slow down your time to hire. Here are three ways to do so:
Draw the line. Make a list of everyone who is currently involved in hiring for the position. Draw a line through the middle of the list. Those below the line should be immediately removed. Here’s why: Companies take way too long to hire employees. That means candidates often receive and accept job offers elsewhere.
Eliminate steps. Does your hiring process require that you interview a minimum of three candidates, prior to extending an offer, even if the first candidate you interview is the perfect match? If so, update your interview process to better mirror the realities of today’s landscape.
Check references sooner. Do you wait until everyone has agreed on the candidate who will be given an offer, prior to checking references? If so, consider checking references for all of your top applicants so you can extend an offer to your first choice right on the spot.
3. Gain commitment from your hiring managers. A candidate recently applied for a job and was excited to receive an interview scheduled within 24 hours of the application. After several attempts to follow up and schedule an interview, however, the candidate never heard back. Discouraged, they are now in conversation with other employers who appear to be more committed to filling their entry-level positions.
Remember — part of the job of a recruiter is to educate hiring managers as to the role that the recruiter will play and what is expected of them. Gently remind the hiring manager of their commitment to getting candidates in the door as quickly as possible.
4. Keep tapping into your social networks. It’s certainly helpful to stir up interest with social media for recruiting among passive candidates. But don’t underestimate the importance of socializing in real-time.
Identify two or three industry-specific associations where candidates of interest typically gather. See if you can join these associations or attend meetings with someone in your organization who is already a member. Consider joining your local Chamber of Commerce or Rotary Club to hear about hiring needs.
Membership in an organization is the first step towards increasing your social network. Attend events to network with those you’d like to meet. Volunteer to participate or lead a committee so you become known as someone who is well worth meeting.
5. Amplify your employee referral program. Offer current employees the opportunity to receive a bonus when they refer a candidate who is hired. When programs like these are first introduced, participation levels are off the charts. As time marches goes on, so does the thrill.
Now’s the time to pump up the volume and get employees excited again about your employee referral program. Here are some ways to do this:
Increase monetary awards. You may need to do this more than once, until such time as you can best
determine the threshold that gets people to take action.
Keep referrals top of mind. Openly acknowledge those who’ve received awards.
Be rewarding. Offer contests, such as a drawing to win a trip or the latest tech gadget. Every qualified referral provides the employee another chance to win.