There is one universal truth when it comes to recruitment - it’s tough. Whether you’re a budding startup or mighty conglomerate, it is the same story. You see talent is worth its weight in gold and there’s a lot of miners out there…
So, why oh why is it so tough? Well there a few culprits;
- Many recruiters don’t know the value of the right fit.
- Recruitment practices are a little long in the tooth.
- There’s fierce competition (Raaarrrr).
Times, tech and tricks change but there will always be the four key stages of hiring that can make or break your recruitment success. It’s not the pillars themselves (Search, Interview, Induction and Retention) that need a makeover - it’s the approach that could do with a facelift.
The Search.
Yep, the big ‘S’. Don’t be filled with fear, the Search can be a journey of personal touches, keen observation and chemistry.
- Phone a friend - Networking isn’t just a big scale affair. Save yourself money and time by reaching for the blower and giving some friends / acquaintances and asking about. These folk know your business so they can send relevant talent your way. Keep the channels open and return the favour.
- Look beyond skills - The digital world moves at the speed of light so if you’re looking for any kind of online/tech skills you can’t afford to stick to a list. Chances are candidates are more current than you! Hire people who love to learn - it’s a killer attribute that future proofs your team.
- Hiya students - Dropping in on the odd University jobs fair isn’t really enough. The next generation of talent move quickly and aren’t lured in by salary alone. Create a live-challenge opportunity that gives students the opportunity to apply their skills. They’ll remember you and you can keep a keen eye on promising potential.
- It’s all in the chemistry - That ‘spark’ that comes with finding the right fit is something you can’t see on paper. Get potential candidates into the office to see if there’s a cultural chemistry there. Go beyond the work status and arrange post-work drinks. What’s their dynamic within the team? Do they like the office? Call it a chemistry trial-run.
The Interview.
There’s been a million and one articles on the perfect interview. The truth is there is no such thing, it should be as unique as the candidate. Obviously it comes with its own hoops and hoo haa but in its simplest form, the humble interview should be an eye-opener for both parties.
Who says an interview needs to be a sit down affair? Here’s some food for thought;
- Opt for online - You can have the human touch without the face-to-face. A nifty Google Hangout or Skype chat is a nice ice breaker and can give an insight into a more natural candidate.
- Pose problem solving questions - By all means tick the usual boxes but put your candidate to work. Draw from real life, current scenarios and bring other employees into the interview to get the most out of this time.
- Vet social media profiles - There’s not many other free, accessible resources that can give you the same insight as a social media profile. Mix it up by jumping on LinkedIn and Twitter - ask them about their connections, recommendations or Followers. Get nosy and find the mutual ground.
- Don’t rush it - One of the biggest expenditures is hiring the wrong person. Rush this decision and it’ll cost you later.
The Induction.
Seemingly reserved for all things health and safety and dress code related, the induction is one of the most unchanged steps in the recruitment process.
This stage is all about rapport and trust. Just because they’ve accepted the job doesn’t mean they’ll stay put, every action counts. There’s a few schools of Induction thought but the best one is a mish mash of the old ‘Go away and find out for yourself’ and the unique welcoming approach.
- Be creative - What type of induction does your company culture drum up? Drinks at 5pm? Cake morning? Or maybe even daily check-ins?
- Get to grips with company missions and values - A tour around the office is all well and good but will that get your new talent in-tune with the real you? What are your policies on social responsibility, do you have a specific aim for the company that they can help you achieve? Plant the seed from the first day.
- Mentor (in more than skills and practices) - How do you collaborate? How do you deliver pitches or work with clients? Don’t just mentor them through the systems etc, there’s unique ways to cater the philosophy and everyday insight to this newbie.
- Talk aspirations - Let your newest employee know that you’re thinking of their career from day one. Uncover ways to utilise their talents and encourage them to think and act on it independently.
The Retention.
And now to the hard part. If you’ve survived the previous three steps then congrats, are you ready to get down to it?
The usual approach of incentives and benefits is all well and good but is it really what your employees value? They are nice fillers but there’s more meaningful ways to keep your talent close.
- Hire the right supervisors - One of the top reasons why talent leave is frictions with supervisors or managers. Make sure all team members pertain to the same expectations and goals as a team. Yes there needs to be a line but be a person before a peer.
- Offer more responsibility - Making a genuine mark is what a lot of employees crave. It’s not just about promotions and job titles, trust them with your social media presence, in-house training programs or off-site duties. They’ll feel valued and you will have more experts to utilise. Win win.
- Welcome ideas and new visions - Soliciting ideas is a big YES. If you’ve described yourself as progressive and creative, deliver on that! A weekly team meeting about the company and its long term goals is perfect. Bring the CEO into the equation to win more brownie points.
Recruitment doesn’t need to be a faceless, computerised process. Mixing the best of tech with natural nurture is a winning combo. You see recruitment isn’t a uniform process, it can be a work of creativity and genuine reward. Energise traditional techniques and have fun with every single step. It’s a jungle out there so go wild!
These are just my thoughts on Hiring and Retaining, but I’d love to hear yours. Just drop me an email here! Roy Hills