Guest Blog by Charles Hipps, CEO & Founder, WCN
A new financial year is upon us and it’s that time of year when businesses appraise what went well in the year just gone and how they can achieve more efficiencies in the next.
Every organisation has its challenges, but recruiting shouldn’t be one of them. And it doesn’t have to be. As managers and HR professionals, it may seem impossible to plan for the future – what happens when the head of a department decides to leave? Questions like this have no easy answer, and often times the stress and complications of finding that “perfect fit” make your process difficult. Especially considering that over 90% of HR pros believe that identifying candidates is the greatest challenge in the recruitment process.
With the right hiring budget in mind, this is a situation that, although may seem unavoidable, won’t put a damper on the rest of your team. Instead of sticking with the old-school way of thinking, it’s time to upgrade and budget based off of what you know you’ll need, what you’ve needed in the past and common hardships your industry is facing now – all this foresight will help estimate for any future issues.
But, how do you get started with such tasks and what kind of criteria should you be sure to include so nothing is missed?
Here are some steps you can take to ensure that your talent acquisition strategy is optimised without breaking the bank:
• Have an easy-to-find career page for people to learn about your culture. This means ensuring that the section or site you wish to use for career purposes should be accessible through the navigation bar.
• Make it very easy to apply for open positions. Candidates don’t want to fill out a lot of forms for a position they may not even get. Make the application quick and easy to fill out with a place where they can upload their resume.
• Feature quotes from company employees and senior management. They are the ones who have the most insight on what it is like in the company, so let them tell their story. Your applicants will thank you!
• Use specialised social media ads and posts allow you to refine your viewership based on demographic, location, specific keywords and even personal interests.
• Recognise your needs. Discuss the information you want to gather from candidates with your hiring team. What will you need to know to make your data accurate, useful and beneficial to your developing strategy? It may be ideal to even start by identifying problems that already exist inside your process. By looking at these, you can figure out solutions and discover what needs to be done to correct them.
• Build contingency. No matter how much research is done there is always a chance for error and unforeseen expenses. Be sure to look into hidden fees surrounding implementation and understand that actually training for this system is going to take both time and money.
• Hosting gatherings is a great way to get everyone involved, making them feel like a part of the team while also showcasing you company in general. However, these amazing events can come with a hefty price tag and it’s important to be prepared. Find out which one works best for your company’s needs and the industry.
• Preparation is key to success, no matter what your recruitment strategy is going into the New Year. Plan out what practices you want to implement, then focus on gathering details and understanding what it will take to make the event a reality. Do your research on your audience and industry standards and get feedback from past applicants and current employees.
With a focus on these key areas, you can take your recruitment to the next level in a budget-friendly way. Still unsure of how to put it all together in a cohesive manner? For more guidance, check out our eBook to plan your hiring budget and maximise recruiting spend.