Sometimes you assume that the labor market is responsible for the problems you face in finding qualified employees or retaining existing employees. Here you should ask an important question, “Does your organization’s recruitment strategy need updating?”. It may be time to renew and update your organization’s recruitment strategy. But how do you know if you need to make changes and what changes can help you make it happen? Keep in mind that there are always red flags with your recruitment strategy. That it’s time to reset It’s time to reset his approach in your organization. For example, higher turnover, fewer job applicants, and more rejected offers. In contrast, each signal can point to a specific strategic problem. For example:
- A high turnover rate can indicate that you are not hiring suitable candidates. Especially if they are leaving the job due to organizational and cultural inappropriateness with the organization. Or because the position and role do not match their skills and interests.
- A low number of job applicants can indicate that you are not finding the ideal candidates. Note that if you’re only posting job postings on job platforms, your ideal candidates may never see them.
- An increase in rejected offers may mean that you need to move faster through the selection and appointment process. For example, if you interview someone and then wait three weeks for the next person when you decide you want the first person, they may have been hired by another organization or made a better job offer than yours.
In the event you’ve dealt with these issues, or if you’re getting a lot of unsuitable applicants, here are some ways to update and update your organization’s recruitment strategy:
1. Don’t Wait For Candidates To Come To Your Organization
When the unemployment rate is low, organizations should look for good talent. It means letting go of the expectation that candidates will flock to every vacancy. It also indicates diligence to reach passive candidates who already have a job but may be willing to relocate for the right opportunity.
2. Offer Added Value To Your Organization
Persuading passive candidates to take the time to interact with you means offering them your added value. While you may have a great organization, that alone is not enough to attract great candidates unless you have an attractive added value.
It is also essential to promote your organization with the recruitment agents. Note that simply sending a job to an agency will not generate much enthusiasm in and of itself. So you have to help the agency to help you by letting them know what makes you different and your added value makes you different from others.
3. Reconsider Job Requirements
You should take the time to identify the skills and experience required to find suitable employees. Then you can renew and update your job postings to expand your search network to qualified job candidates. For example, not all marketing reps have marketing experience when starting their business. And sometimes they can be teachers or have another profession or specialty. They can be successful in sales, as companies train and educate employees about one of their products and ways to sell them.
In this case, the skill set matters more than the details of the experience a candidate for a job might have if you have the resources to train them to succeed correctly.
4. Modify The Selection And Appointment Procedures
Vetting candidates’ applications are critical to reducing the number of rejected offers. So set up a structured and defined schedule where you can interview several candidates and make decisions quickly. It also shows candidates that you respect their time and reduces the likelihood of receiving another offer while waiting for a response from your organization.
5. Know What Motivates The Candidates
When a good match between the applicant’s motivation and what your organization offers, you can save time by providing only suitable candidates. Also, hiring these people can help reduce employee turnover.
6. Maintain Relationships With Candidates
Today, a job applicant tracking system is a must. It’s because in the future, you may need to go back to previous applicants for vacant positions and because they may be able to recommend suitable candidates to you if you keep in touch with them. Knowing that it is most effective for your organization to track applicants and stay in touch with them. Starting a new search for new employees is costly and time-consuming. Instead, consider finding a way to keep in touch with previous candidates and educate them about your organization. In addition, reinforce the interest they already have in your organization. You can build solid relationships and trust that may lead them to apply for another job later or recommend colleagues to your organization.
Part of maintaining these relationships includes dealing with candidates who don’t get the job. The ideal way is to make sure that you treat everyone with respect, especially when telling them they didn’t get the job. So the best way is to contact everyone who interviewed face to face, rather than just sending an email.
The golden rule is to respect the candidates’ time, regardless of whether they are suitable candidates for your organization or not.
If they take the time to come and talk to you, it is polite to spend enough time with them, even if they are not a good fit for the job. This conversation can be the basis for references or other recruiting activities later.
It may be time to renew and update the organization’s recruitment strategy.
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