Making hiring decisions is something that all recruiters have to face at some point. Whist at first this can seem rather daunting, with the correct training and experience it is not as hard as first imagined. The recruitment process has been constantly evolving in recent years, yet many recruiters still seem to struggle making the transition. It is important to develop proactive recruiting skills whilst maintaining one’s level of staffing harmony. By using RGF’s talent sourcing solutions you will ensure that you build a larger talent pool by allowing us to find qualified candidates, perfectly matched to your needs.
The accuracy of your candidate database is key to recruitment success. Here at RGF we have immense experience and the most thorough candidate list imaginable.
Challenges to Making Hiring Decisions
1. Relationship with your Hiring Managers
There seems to be a distinct mismatch between what recruiters think they achieve and what their recruiting managers believe. In a study carried out by The iCIMS Hire Expectations Institute it was discovered that whilst 80% of recruiters consider themselves to have a ‘high’ to ‘very high’ understanding of the jobs for which they recruit, 61% of hiring managers believe them to have a ‘low’ to ‘moderate’ understanding. In addition, 42% of hiring managers believe recruiters should build a pool of talent ready to call when the need arises, yet 54% of recruiters believe their managers to have unrealistic expectations when they are recruiting.
It is clear from these findings that their is a somewhat large disconnect between recruiters and managers. You will find making hiring decisions much easier if you adopt a more collaborative approach to hiring managers. Meet at regular intervals and plan the job requirements, tactics and even the questions that should be asked of candidates. By planning ahead you and your hiring managers will be on better terms, have a full understanding of expectations and the whole process of making hiring decisions will slowly but steadily improve.
2. Stand Out From the Crowd
In todays market the number of candidates seeking jobs is less than the numbers of positions available in many important sectors. This has meant that good recruitment has never been more important. With many recruiters all chasing the same candidates it is imperative that your company stands out about the rest. With increased brand recognition you will be making hiring decisions for the right reasons, more often.
This is where you have to become proactive. Your brand needs to rise above the rest and be better and also seen to be better. Your company needs to invest in a positive company brand image to make sure that when a candidate becomes available he or she already knows who you are. Good content driven social media presence has never been more important.
“content is fire, social media is gasoline"
Award-winning Internet pioneer and Convince & Convert founder - Jay Baer
In other words, it is all well and good have amazing content on your website, but unless this is pushed through social media channels, nobody will see it. Employer Brand International carried out an extensive survey which revealed that an amazing 76% of all employers see social media as the main conveyor of their company brand.
3. The Problem of Multiple Offers
It can be a disheartening experience for recruiters to discover that after putting in hours of work with a candidate they have multiple offers on the table. If you find you are just one of many, you have to make sure that you are ahead of the pack. Make sure that your are making hiring decisions quickly and effectively.
The way to do this is to tackle all sections of the recruiting and hiring process in a joined up way. Your website has to stand out and truly represent your company. Content and page design needs to be professional and appealing; drawing the candidate in. Interviews need to be informal, professional and designed to make them feel comfortable but at the same time in the presence of professionals. Again, this is where RGF excels.
4. The Importance of Analytics Skills
You can collect all the data that is out there and keep extensive records, but if you cannot make use of the information it is pointless. It is imperative to be able to crunch the numbers to improve your processes and enable your recruiters to make better decisions.
Statistics will enable you to fully understand the cost per hire, and best time to hire. Candidate demographics will help you match the right candidate to each vacancy. The cost and source of candidates is also important as is how you got them to engage. The online reputation of your company and your competitors can also be rated, by reading the data correctly.
The Benefits of Hiring the Correct Candidate
1. Drastically Reduce Your Hiring Costs
This might sound obvious but it really cannot be overstated. The United States Department of Labour estimates a bad candidate to cost around 30% of the annual salary for that position (Source: Forbes)
Recruitment and hiring can be an expensive business. Background checks have to be carried out, skill levels assessed, and of course the position advertised. If this results in the wrong candidate it all has to be repeated and you’ll find yourself making hiring decisions repeatedly.
2. Maximise Your Company’s Productivity
The more time you and your recruiting managers spend on recruitment, the less time they have to do anything else. By placing your recruitment in the hands of RGF, you will have more time to do what you should be doing, production wise.
3. Preserve Company Morale
An ever changing workforce is no good for anyone. Each time a new member of staff joins your company, there is a natural bedding in process; this can be disruptive. When this also gets repetitive the disruption multiplies exponentially. Small issues become big ones. The wrong candidate will also put pressure on other members of staff as they strive to pick up the slack.
4. Preserve Company Morale
A constantly changing workforce looks bad and reflects badly on your company image. People start to think that the company is the problem and not the new members of staff. Repeat posting for the same position makes you look like you don’t know what you are doing.
5. Wasting Time on Training
It goes without saying that any new staff member will need a certain amount of training to understand your processes and company ethos fully. Spending time effort and therefore money on this is soul destroying if the candidate then walks out after a few months.
6. Company Security
In today’s business world everything is protected. Passwords on computers, social media sites and email accounts are important. When an employer leaves your company it creates a cyber-security problem. Of course passwords can be changed and accounts closed, but the secrets of your success cannot be taken back. The fewer people who have access to all this, the better.
Overcoming the Challenges
We have identified that there are big challenges in the hiring market in today’s climate. So how do we overcome the challenges to making hiring decisions? Attracting hiring and then retaining the best talent needs a well thought out strategy. Here are some of the best ways to reduce the impact of these issues on your company.
1. Identify the Best Candidates
There seems to be a natural drive to make staff younger and younger. Yet, sometimes older people are the best fit. They tend to stay put longer and are often more responsible. Don’t rule any group out in your search for the best. The broader your focus the more success you will have.
The broader approach should cover where you search as well. Social media is the biggest platform but there are other less traditional routes. Stay in touch with your local area. By keeping a presence your company will become better represented and as a result you may find the best candidates come to you.
2. Always Keep a Look Out For Talent
Top candidates are generally only on the market for a maximum of ten days. If you have a longer lead time then that, then you’ll miss out. If a real “superstar” becomes available, hire them! They will be certain to more than cover their salary and when you do actually lose a staff member, then the replacement is already with you.
3. Manage Your Job Posting
Top hiring managers use a variety of media and channels to advertise vacancies. Yet a huge percentage say they struggle keeping up with so many different channels. Make sure your job vacancies are posted not only on Job Boards but right across social media channels. This will get the job more publicity and at the same time keep your company brand in the public eye.
4. Build a Strong Team
Most job hiring is not done by a single individual but by a team. Get the right team in place and make sure they collaborate efficiently. A good team should have a balance of great recruiters but also great managers and facilitators. Together they will create effective recruitment processes that work.
5. Stay Focussed
It is far too easy for your recruiters to become distracted. The actual process of recruiting may be only part of what they do. When they do it they need to be fully focussed on the job at hand. Barbara Berger of Career Wellness Partners says, "Now more than ever, it is particularly challenging for SMBs to have the internal resources to manage the hiring process skillfully and with confidence. Hire well to put the right people on your team or consider outsourcing certain processes that detract from strategic recruiting initiatives.”
How to Avoid Bad Hiring Decisions
Don’t be a slow hirer! Taking too long over recruitment is the one sure fire way of losing out on top talent. Once you have the processes in place there is no reason why your recruitment cannot be completed in one week. If an ideal candidate shows up, snap them up. Confirm your job offer by the end of the day of the interview.
Follow the tips given here and build a strong recruitment team. Having a few different minds on the job will negate the chance of bad decision making. As your team grows in experience they will increasingly make the right hiring decisions.
We have identified the pitfalls in making hiring decisions effectively and with purpose. It is now time to address these issues. By making small changes and building a proactive hiring team you will be able to manage the recruitment process. It's all a matter of collaboration between recruiters and hiring managers. At the same time it is imperative to maintain a high social media presence to ensure good company branding. Build a happy team and keep your staff focused and challenged in order to keep a high staff retention