A good recruiting partner should help you find the right people at the right time, attract them to your company and provide benefits that will keep them motivated.
You can tackle headwinds with an appropriate standing sail or have some fun with a spinnaker. Take these ten steps to improve your odds of finding the best match for success:
1) Identify what type of recruiting partner / services you need now, based on the size and complexity of your organization.
2) Ask questions about how they work, what services they offer, their average client list size and their referral policy.
3) Examine their client list for a year and get your friends to do the same. What common traits, goals, experiences and interests do they share?
4) Interview the recruiters and ask them how they selected candidates.
5) When you receive the candidate’s resume, or if you’re interviewing candidates on-site, read it in detail. Look for things that don’t make sense – only one position? Having two levels of positions or compensation at the same level? A salary suggestion that seems out of proportion to what you’re paying now – these sometimes indicate a mismatch.
6) Compare the career goals, experience and education of a candidate to your own as well as to the overall organization’s needs.
7) Then ask yourself: “Do I absolutely need this candidate? Has this person already done enough research on my company or location?”
8) Actually prioritize candidates. You should be able to give the top three or four within five days and the others within a few weeks.
9) When you’ve made this decision, follow up with another call and see if you can work out logistics – whether they will join early or late, how long it will take to find a replacement, etc. It’s okay to say no – but you had better have a very good reason. Ask if they expect you to pay relocation costs; if it’s a big employer, check with your own HR.
10) If there are many candidates, bring in a third party to help you evaluate them and make the final decision.
Besides recruitment as an activity in itself, recruiting can also be helpful for business planning purposes: choosing a new location or new products to launch, creating recruiting strategies, conducting interviews or gathering feedback from selected employees. Many business owners believe that they can get the best people on their team and so they abandon their usual recruiting strategy “on faith”. But this is usually not good practice as it could result in hundreds of thousands of dollars of unproductive traffic and wasted time.
The first step of any serious business, whether it is a start-up or well established, should always be to create a recruiting strategy. Although there is no single recipe for success, some basic rules can be helpful.
Here are some tips to help you direct your recruiting efforts:
1) Know the overall size and the structure of your business for one year in advance. With this knowledge you can calculate the number of people that need to be recruited and recruited within this time frame.
2) Know what types of positions are needed by industry and market conditions – entry level positions or veteran candidates, team players or individuals who work independently, etc.
3) Know what education level is required, what degrees and certifications are necessary and where the candidates for those positions are likely to come from.
4) Be very aware of your competitors and their existing strategies.
5) Focus on a short-list of potential candidates who could work for you in the future.
6) Create a good communication strategy about your business, which includes information about the job market conditions, salaries, incentives and appropriate benefits.
7) Have an effective sourcing plan by using the right tools such as university career centers, professional associations, job boards.
8) Prepare your team and make sure that everyone you recruit will have an optimal fit with the company culture.
9) Find out whom your competitors are hiring and why. This can be done by using LinkedIn, job boards, etc.
10) On the day of the job interview, take care of every detail – from greeting to restroom passes to name tags. Tell the candidate about everything that’s done and ask for feedback. Also, make sure to let them know if they will be working in an open-office environment or a more formal setting.
What makes a good recruitment strategy? Here are some things that you should consider:
Most recruitment mistakes are due to the fact that businesses fail to concentrate on the fundamentals of their recruiting. They may be too focused on how much the job pays and how attractive or experienced the candidates are, but fail to pay enough attention to how much of a fit this candidate will be for their business needs. The wrong fit for your company can lead to frustration and frustration leads directly to turnover, which increases costs and causes damage. Recruitment mistakes should be avoided at all cost as it is a rather expensive process. The recruitment marketing should be well thought-out and planned. This will give you a better chance of success.
Recruiting mistakes will lead to higher costs for businesses, which can happen due to the turnover of employees or candidates, the training of new recruits, or even from a loss of business as a result of negative publicity, among other reasons. According to an article in Point of Sale: The Journal of Foodservice Distribution, the cost employers pay for turnover is nearly three times greater than their savings by hiring lower paid workers. This means that businesses need to evaluate more than just how much they pay their employees. Looking at the bigger picture and the overall costs that can be avoided by hiring the right person can lead to savings for businesses.
The wrong employee is a direct loss of revenue and leads to production downtime, low morale, lost productivity, hindered growth and other negative outcomes. The way in which you hire a new employee is important as it can either ensure that the company grows or contract or even end up in bankruptcy. So businesses need to look for employees who are compliant with their business standards and who will contribute to business growth.
The right recruiting partner will help you to get the best workers for your business. There are different types of recruiting agencies: executive recruiters, contingency or retained search agencies, technical recruiters and niche recruiters.
Executive recruiting partners work with companies looking for C-level employees such as CEOs and CFOs. They help with hiring a senior management team of people who will lead the company to success. These recruiting firms usually charge a percentage of what the candidate’s salary is at the end of their contract (the “placement fee”). The most successful executive recruiters are those with a vast network of business contacts and who have experience in placing candidates in global businesses.
Contingency recruiting partner’s are for professionals looking for temporary, project or part-time jobs. This type of agency is responsible for sourcing the candidates and then finding the employers that are interested in the candidate. The fee (usually a percentage of the salary) depends on how much work the agency has to do and is usually $75 to $200 per hour to hire a new worker.
Technical recruiting partners focus on finding individuals who have skills that are highly in demand, but who may not necessarily be well-known in their specific industry. Because of this, they will often charge a premium over fees paid by executive search firms. The fee may also be a percentage of the employee’s salary.
Niche recruiting partners focus on specific industries or locations and will usually specialize in a particular discipline. Their fees usually reflect their experience and the industry that they operate in too, so are likely to be higher than those of an executive search firm. For example, a recruitment agency that specializes in IT hiring will charge more than one that focuses on other professions.
Recruitment agencies also vary according to staffing model – whether they deal with permanent/full-time, temporary/contract and part-time workers – so it’s important to be clear about what type of employee you are looking for, before approaching an agency.
Make sure you look into the past performance of a recruiting agency when you are looking for a recruiting partner. You want to know that the agency has placed people that suited your business in the past and you want to know if these hires were successful. You will also want to check that the agency had a good relationship with its employees and clients for future contracts.
In conclusion, recruitment can be an expensive affair and it is an investment. The better your recruitment strategy, the better your investment will be.
The right strategy will help you to recruit employees who are a good fit for what you want to achieve as a business and who will help you grow. The benefits of having the right recruiting partner and strategy will optimize your efforts and put you in a position where you choose the best candidate every time, while saving money and avoiding negative outcomes such as employee turnover. By following these tips, you can avoid common mistakes that businesses make when they hire new employees:
The wrong employee will cost business owners money in staff turnover because they aren’t able to do their jobs properly or won’t work well with others.
To learn more about how Axe Recruiting can help you develop the right strategy for your hiring efforts in 2023 visit: https://axerecruiting.com/
You can continue to read about how to find the right recruiting partner here: https://www.forbes.com/advisor/business/how-to-find-a-recruiter/