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HR expert Rita Trehan [http://ritatrehan.com] has advised companies around the world. Here are her 7 tips for establishing a recruitment strategy for your company that should help make hiring less of a daunting prospect and more an exciting opportunity.
1. Know what you are hiring for
A company’s first decision will be whether to manage recruitment in-house or to outsource it. Either way, Rita stresses: “If you do not have a good understanding of what you need, you are likely to end up with something that you did not want. Understand not only the skills and abilities needed, but also the type of person that will be a good ‘cultural fit’.”
2. Where to look – do your research
“The explosion of online recruitment sites means that there are more places than ever to advertise and highlight your opportunities,” says Rita. “Large online job sites, LinkedIn and other social network sites are the new normal when it comes to finding candidates.” However, she adds that what’s really important is working out what recruitment channels are going to get the best return for your company.
3. Make the application process straightforward
“Ask yourself how easy it is to do business with your company when it comes to recruitment. Is the process simple and straightforward, or do candidates have to jump through hoops to get on your radar? A bad experience does not just affect how they view your company today; their impression can reach multiple people. View your candidates as customers.”
4. Hearts and minds
Organisations that successfully appeal to the hearts and minds of the people they seek to attract and retain achieve better results, Rita believes. She explains: “Engaged and committed employees create a multiplying factor; they are the individuals who would recommend a family member or friend to work at their company and are happy to share why their company is so great.”
5. How to decide – have a robust assessment process
Rita advises: “Develop a set of criteria to assess who best fits the job specification and ensure you have a robust interview process. Make sure your leaders are trained to interview and assess. Remember, the cost of a bad hiring decision isn’t just a monetary drain – its effect can linger, so ensuring that you invest time to make the right decision and not just to fill a seat is key to a successful hire.”
6. Move fast – good candidates are in demand
Ensuring that you can move quickly once you have decided is vital in landing the right talent, says Rita. “Common missteps include waiting until you have found the right candidate to decide on the compensation package or not having a process in place to move from reference-checking to offer. Candidates will not hang around, especially the good ones, so once you have identified the right candidate, make sure you can close the deal.”
7. Recruitment as a continuous process
Rita believes recruitment doesn’t stop when an employee joins the company. Everything possible should be done to help with “on boarding” – giving new faces what they need to get up and running quickly as an effective member of your team. After that, a company must strive to keep employees engaged – otherwise, before you know it, you’ll need to recruit again.