One of the first things that must be acknowledged when talking about hiring new employees is the difficulty of finding the right candidate in a market where resources are scarce. Costs related to a bad choice can be disastrous for the organization, for example in terms of poor performance and quality and its effect on churn, which can represent between 30% to 100% of an employee’s salary, depending on the level and complexity of the position.
Recruitment, including attraction, selection and integration strategies, represents a key process for the organization because it allows for the renewal and consolidation of the core skills of its employees, which are at the center of its success. A bad candidate in the wrong position can definitely have an impact on the organization meet its objectives.
Best practices and strategies for hiring the right candidate
Before focusing on the recruitment part, the organization should proceed to a global assessment of the workforce it requires. This aims to correctly identify current and future needs, in terms of the environment, important challenges and business decisions to be made, as well as planned staff attrition (retirements, maternity leaves, etc.) which will impact positions that will need to be fulfilled in the near, mid and long term.
The recruitment process for specific positions can be optimized by enhancing certain aspects:
1. Assessing needs and job description:
- A precise evaluation of requirements, qualifications and skills will go a long way for writing a compelling description for the position and the organization.
- The quality of the content posted must be top notch, in order to attract candidates with the right profile. This projects what the company stands for, and is part of the overall branding as an employer of choice.
- The organization must include a proper description of responsibilities, and not merely a list of tasks.
2. Job posting and recruitment: Strategies that promotes the use of multiple sources (agencies, ads, online recruitment, networking, etc.)
- The use of social media as a recruitment tool is growing. More and more potential candidates will be present on the various networks, LinkedIn, Facebook, Twitter. These tactics will make it possible for the organization to reach passive candidates (who are not actively looking for a job), thus reducing costs and making the hiring process more efficient.
- The continuous search for candidates is also a strategy that will enable the organization to fulfill a position quickly when needed, or proactively hire a candidate that possesses the right skills and will positively contribute to the team.
3. Selecting the right candidate (selecting resumes, interviews, tests, etc.)
- A needs assessment at the beginning of the process will determine which technical and behavioral skills should be assessed in the interview. Within these, it is important to validate the degree of engagement a candidate can demonstrate towards the organization. An engaged candidate will be more motivated, more involved, and this quality is harder to develop once hired.
- It is important to assess what is required immediately and what can be developed over time. Some candidates can be well qualified technically, but if there is no apparent fit with the company values, it may be a waste of everyone's time…
- In order to be fair and to help improve impartiality when reviewing interviews, it is important to use a grid, in order to evaluate every candidate according to the same criteria.
4. Integrating the new hire within the team:
- Hiring the best candidate does not end when the contract is signed. On top the individual's potential towards the job requirements, adaptation to the workplace and with the team represent a major factor in predicting long-term loyalty and can help assess the quality of the hiring process.
- A structured integration plan (meetings, training, etc.) will facilitate the integration period and will create a positive experience for the new employee.
Even though this list is non-exhaustive, these tips will help you develop the right reflexes when it comes to the hiring process.