As we know, taking a longer amount of time to fill a job vacancy can have a negative effect on productivity and an organisation’s ability to reach goals. In order to ensure the hiring process is efficient and effective, a strategic approach to recruitment could be useful.
Research by Hired, the online marketplace for tech talent, found recently that 65% of UK tech companies foresee a negative impact on revenue due to their inability to hire the talent they need. Sophie Adelman who is Hired’s general manager said “the fact that the majority of companies are still sourcing candidates through referrals and job boards suggests that they might not be able to access, or have visibility on, the best talent for their teams. In order to thrive and compete within the global market, companies need to take a more strategic approach to hiring.”
“Instead of waiting for referrals and looking at job boards they can benefit from proactively accessing a focused and curated pool of technical talent that has been vetted for both quality and intent – this will significantly impact the efficiency of the hiring process and contribute to their overall competitiveness” she added.
Marketing and Recruitment
One notion that is often discussed is the need for the recruiter to act more like a marketer in their approach to hiring. Targeting candidates with engaging and tailored content can convert a ‘passive candidate’ with an interest in the organisation into an ‘active candidate’ who will actually apply for a role.
Susan Vitale – Chief Marketing Officer at iCIMS explains that “Technology, such as a recruitment marketing automation tool, mobile-optimised career sites, and a social media presence, can streamline processes and provide you with pools of warm talent from which to source when your organisation is ready.”
Following on from this, consistency across the brand could be a key aspect to marketing your organisation and your roles to potential candidates. Consistency across your website, social media and during the interview process will help candidates to get a real understanding of the business. According to a recent iCIMS study, “78% of job seekers agree that the look and feel of a company’s career site is moderately to highly important to their decision to apply for a job.”
The Steps to Creating a Recruitment Strategy
Nicola Hawkinson founder of SpineSearch – highlights six steps to creating a clear recruitment strategy and said, “you need to treat the hiring process as a key business practice — have a plan, make a timeline and reach your goal”. Her steps are:
- Identify the vacancy and need before beginning the search. Identify the reason for hiring, whether it is due to expansion, increasing customers, or replacement for an existing position.
- Create a search strategy. Consider search methods, a quota of candidates to interview before making a selection, a defined screening and interview process, criteria for selection and the selection team.
- Interview slowly. Build a steady stream of applicants and interview them in groups of three to five per day for back-to-back comparison.
- Keep candidates engaged throughout the selection process.Good candidates are likely considering multiple opportunities, so you do not want to lose them at any point during the process through a lack of communication.
- Don’t ignore red flags. Contact three to five references with a detailed questionnaire tailored specifically to the business or practice.
- Design a detailed on-boarding process to improve retention. Consider detailed introduction/enrolments and possibly a buddy for your new employee.
Keeping Up to Date
We have mentioned the increased usage of social media, however one recent article from the IT Portal suggests wearable should be the new inclusion in your recruitment strategy! They suggest that, “wearing Google Glass at an interview will allow you to record it and evaluate [the interview] back.” Or that the use of “bracelets or wristbands can be worn by your employees that monitor their heart rates. If one rises abnormally high you will be alerted to it and can tell that employee to take it easy.” We may be a little away from these techniques, but these concepts are real and available, and for the tech-savvy firm could be a seen as a real completive advantage!
Taking a proactive and strategic approach to hiring should hopefully lead to better long term hiring decisions that will have a positive effect on your business. A recruitment strategy will also help to ensure that all employees involved in the recruitment process are on the same page and take the same approach.
If you’d like to speak to someone about hiring IT professionals for your organisation, get in touch with one of our experienced consultants for advise and recruitment guidance.