Recruitment season is right around the corner, and now is the right time to grow your team to its best potential. From fixing your hiring processes to creating new HR policies, you should do all you can to prepare for this time. This is especially true if you plan on significantly increasing your workforce. However, make sure you only hire the people you need and don’t go overboard with recruitment.
Work on a complete recruitment strategy with HR leaders, investors, and top management all involved. This will help you figure out what your company needs and what you need to look out for in incoming talent. Once you have the basic strategy mapped out, you can focus on getting the best talent this recruitment season.
Figure out your hiring needs
The first thing you need to do is determine your hiring needs. Do an audit of each department and see what type of talent they need. Also, see what your company goals are for the coming year. Then, create hiring criteria that help the company reach these goals.
This involves thorough planning with upper management and with all the relevant department leaders. This way, you can also work on a hiring budget and set criteria for the type of employees you want to bring on board.
Promote your recruitment efforts
Most companies do full-blown campaigns when recruitment season rolls around. You should also do this and promote your job offers across multiple marketing platforms. Create job posters for various positions you have vacant.
Then, share these on your website and social media. Also, put them up in job centers, colleges, and other places where people may be looking for jobs. Also, make a few videos showcasing your company culture and the career opportunities you offer. This way, you can get more prospective applicants for your job positions.
Make accurate job descriptions
Often, new employees leave a company because of unclear job descriptions. They feel like they’re not doing the work they signed up for. So, you need to sit down together and work on detailed job descriptions for each vacancy you have. These descriptions should also include realistic requirements for education and experience.
Put these job descriptions up with your vacancies so that only relevant applicants send in their applications. This way, you’ll save everyone’s time. Reiterate these descriptions in the interview and contract stage as well so that everyone is on the same page.
Participate in college job fairs
College job fairs are a great source of incoming talent. They let you access a new pool of employees who may have some exciting new ideas for your company. So, set up stalls at as many college job fairs as possible in your area.
Share your work opportunities, company visions, existing status, and upcoming goals with prospective applicants. Let them know how they can be part of taking your organization to the next level. We also offer on-the-spot applications and first-stage interviews at these fairs. This will help you shortlist a few applicants for the next steps.
Improve your onboarding process
Onboarding shouldn’t just involve giving new employees a company email address and showing them their desk. Make it a multi-day process, and focus on helping them find their place in the company. Arrange meetups with higher management, as well as informal interactions with their teams.
In addition, you need to give new hires a few days to see how things are run. Assign them a mentor for the first month or so to help with the onboarding transition.
Focus on cultural fit
Often, even if someone has the perfect CV for your vacancy, they may not gel in well with your team. This will not be conducive to a productive and positive work environment. So, you shouldn’t just focus on abilities in the recruitment process.
Look at how a person will fit in with your company culture. If your team is very casual and Gen Z, an older person who works in a more structured way will not fit in. Conversely, if you run a tight ship, someone used to a more casual approach will not work well. So, look at people’s work style and attitude towards life in general in your recruitment process.
Track your recruitment data
Data analysis is an essential part of your recruitment efforts. So, you should track your onboarding volume, employee turnover, and average employee tenure. Make sure you have a solid exit process where people share their concerns and issues honestly. This way, you can see what to watch out for in future employees.
This data will also help you improve internal company processes and behavior. See what factors made people leave and how you can mitigate them.
To sum up, recruitment season is the perfect time to fix your onboarding processes and make sure you get the best talent possible for your needs.
