In today’s ever-more-competitive employment market, it is vital that companies have a recruitment process that attracts the best candidates. Responsibility for developing these processes lies predominantly with HR teams, so let’s look at some of the steps they can take to create a recruitment process that is world-class.
Step 1: Online recruitment
Online recruitment is a key tool for any HR manager; however, where you advertise your company’s jobs needs to be carefully thought out, especially as the number of online job boards is increasing and making it more difficult to reach the candidates with the skills you need. As most sites are generic, you could find that you are receiving applications from people who do not meet your criteria. Depending on your sector, you might be better off looking for specialist job sites – ones that only advertise jobs in specific fields or at a certain management level.
Step 2: Have a clear message
Even with specialist recruitment sites, you will need to make sure your jobs appeal to their audience. Spend time writing interesting and engaging advertisements and job descriptions and think about what they say about your company; for example, do they make it sound like somewhere you would want to work?
This messaging should carry through to your website, with research revealing that half of those using specialist sites check out companies online before applying. Consider the keywords you use to optimise search results and make sure that the job’s location and salary – two critical factors for job seekers – are clear.
Step 3: Make use of technology
Technology – specifically artificial intelligence (AI) – is having a huge impact on the world of recruitment, starting with its ability to screen job applicants. It is now being used to help HR departments to write job descriptions and online advertisements to ensure they have maximum impact with job seekers. An added benefit is that this technology removes unconscious bias and helps you to reach a more diverse audience.
Step 4: Onboard staff well
A good onboarding process can make the difference between someone accepting a job offer and declining, and has been shown to improve both retention rates and performance in companies in which it is done well. Make sure new employees get time with their line manager and colleagues in their first few days and that there is a plan for what they will be doing, who they will be meeting, and for the training they need to undertake. Let them know about your company’s mission, vision and values and what you expect from them.
Finally, create clear staff handbooks and a step-by-step guide to which forms need to be filled in and how to approach the things every employee will need to do at some point, such as booking holidays. If you can have all this available on an intranet, even better, as it will make it easier for staff to access the information and make you look like a professional organisation that they want to work for long-term.
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