Is your recruitment process at the top of its game?

Posted by : Judy Davison on May 20, 2021 6:11 pm

Judy Davison

Let’s be honest… it’s a tough recruitment market at the moment. With record unemployment rates (4.7% in the first quarter of 2021), a shortage of qualified candidates, and fewer work visa holders this side of our borders, sourcing talent is proving to be a significant, and ongoing, challenge.

Given just how much of a candidates’ market it is at present, if you’re on the other side of the fence as an employer, it’s an opportune time to take stock of your existing recruitment process. Is it as effective as it could be? What impression do potential candidates get of your organisation in the marketplace? How do you stack up against your competition? And is it time to consider an alternative recruitment approach?

With that in mind, the team at Asset Recruitment has some suggestions on how you can ensure your recruitment process is at the top of its game!

1. What does you company brand say about you?

Candidates are becoming increasingly savvy when it comes to seeking their next role. Many will do their homework to understand what the company is like behind the role advertised. Step outside your organisation for a moment and look at it from an outsider’s perspective. Is the impression you get in line with the culture and opportunities you know your company has to offer? And is it providing the right look and feel that will attract the top talent you’re seeking?

A company’s brand is the market perception of what it’s like to work for your organisation. This includes elements such as company culture, work environment, employee benefits, and employee value proposition. By clearly stating who you are as a company and what you offer, you’ll help job seekers understand what it’s like to work for your organisation and also help to attract the right people.

So, what does your company brand say about you?

2. How proactive is your communication?

Timing is everything when it comes to recruitment. Candidates are impatient. They want to know if you’ve received their application, no matter how far in advance of the deadline it may have been submitted. They want to know if they’ve been shortlisted and when interviews may take place.

A sure fire way to improve your recruitment process is to assess your communication. Are you proactive and transparent in outlining what happens next? Could you be better?

A streamlined communication process will enable you to respond quickly  to applicants, schedule interviews with candidates as applications come in, and keep candidates up to date throughout the process. The speed and way in which you respond says a lot about how you communicate within your organisation. Don’t let a great candidate slip past. Be prepared, think ahead, and act swiftly.

3. Have you considered a different approach?

Yes, recruitment is time consuming and there’s an awful lot of pressure to hire someone when a position is vacant, workloads are high, and other colleagues are currently shouldering the extra workload.

But don’t hire someone just to fill a vacancy. Having no-one is better than having an employee that can be damaging to your services, company culture and brand.

That’s not to say you have to go back to the drawing board. Consider an interim solution in the form of a contractor or temp, while you continue the search. This can also give you time to assess the role. Is it required? Could you flex on your criteria or could it be structured differently to attract different candidates? You may find the candidate you’re looking for is one of your temps who is interested in a permanent role.

4. Are you doing all the hard work?

If you’re recruiting, chances are you’re pressed for time, juggling multiple balls in the air, and short staffed – do you really have time to invest in recruitment?

The recruitment process takes time (reviewing CVs, interviewing candidates, conducting reference checks, carrying out drug testing or skill tests), so consider partnering with a recruitment agency to help in your talent search.

At Asset Recruitment, we have candidates on our database, an understanding of the current recruitment market, and the time to shortlist candidates for you. Talk to us today about positioning excellence.

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