Top tips for better recruitment

by | Sep 13, 2016 | Blog

How can you improve your recruitment practices so they work better for your organisation and for the people who may be interested in working there? Nadine Smart, Head of Talent at Cirrus, offers some tips.

Millennial recruitment is getting a lot of attention right now. Lots of employers are finding ways to streamline their process to attract this key talent group. This is clearly important not only for millennials, but for all candidates. Only 54% of the candidates surveyed for the Candidate Experience Report said their experience of applying for their most recent job was ‘very good’.  Yet LinkedIn’s Global Recruiting Trends Report 2016 found that 39% of talent leaders believe quality of hire is the most valuable metric for performance and 46% say their greatest challenge is finding candidates in competitive recruitment pools. So, how can you improve your recruitment practices so they work better for your organisation and for the people who may be interested in working there? Nadine Smart, Head of Talent at Cirrus, offers some tips.

1. Get the profile right at the beginning. Find out what really makes the difference to great performance in your company. Is it cultural fit, competence, behaviour, experience? Being clear and focused about what a candidate will need to ‘know, do and be’ aids attraction and speed of decision making. Long job descriptions can be a turn-off. Better to be concise, commercial and to the point.

2. Target potential candidates. Find out where your target candidates can be found. Are they digital natives, or lovers of more traditional media? The best written job ad in the wrong place is never going to be effective.

3. Involve your line managers. Key stakeholders need to feel they contribute to the profile and to the decision. They can often make decisions much more quickly than HR and can get frustrated if they feel that internal processes are more of a hindrance than a help. So work with your line managers, not against them.

4. Do the right assessments, well. To make good decisions, you need to balance rigour and speed.  Tailor your assessments accordingly to make sure you’re doing the right thing.

5. Focus on the candidate experience. Both candidates and employers benefit when the recruitment process is enjoyable and participative rather than something which is done ‘to’ them.

6. Use realistic, commercially focused approaches which resonate with assessors and enrich the candidate experience.

7. Get digital. Use technology to improve speed and experience. Online attraction quizzes can enhance self-selection and online interviews can help streamline the recruitment process for managers.

8. Connect your approach. Across your employee life-cycle, from attraction through to assessment, onboarding and development, you have the opportunity to gather fantastic data – so use it. It’s a valuable opportunity to keep on improving your recruitment process.

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