As an HR leader, planning for the future is an important part of the recruitment process. Recruiting people without any plan in place can end up being a disaster for a company in the long run. It is important for HR personnel to be able to balance both the long-term goals and near-term objectives that have been set in place.
To have a cohesive staffing policy, a blend of long-term goals and near-term objectives should be implemented. Near-term objectives related to staffing are generally easier to identify and fulfill, but without long-term goals, they are not conducive to successful business. With an increasingly competitive labor market, companies simply cannot survive without a long-term plan and vision with regard to hiring new employees. Employers who set long-term goals as a part of their recruitment strategy tend to have a higher employee retention rate. Near-term staffing strategies are ideal for entry-level jobs, while long-term staffing strategies work best for positions requiring a specialized skill or talent.
Ultimately, your recruitment plan is unique and should be tailored to the goals of your business. You will want to ask yourself some questions in order to determine those goals. For example, what skills are needed to meet the objective? Once you have outlined the generalities, you will want to lay out the specifics. Of course, finding the best person for the job is a No. 1 goal.
Some other recruitment goals you may have include:
- Attracting high-quality candidates
- Increasing employee referrals
- Retaining your employees
- Marketing your company
- Determining your overall recruitment goals
Before implementing staffing plans, you need to consider future implications that may arise. Recognizing and responding effectively to change is the key to operating in a positive manner. When conditions change, staffing policies should be assessed and reviewed for any repercussions that may come about.
The benefits of balancing both long-term goals and near-term objectives are going to save your business time and money in the future, leaving you to focus on more important efforts such as employee growth and development. Having a dynamic recruiting strategy will give your company an edge in uncertain market conditions.
In recent years, labor markets have become increasingly competitive, which in turn has become a major concern for employers trying to attract and retain employees. Finding the perfect candidate who not only has the skills, but who also will contribute to the strategic goals of the organization can be a difficult task. HR leaders need to know the importance of articulating and positioning employer branding in order to gain a competitive advantage.
Just as consumer branding attracts customers, employer branding serves as a means for attracting talent to your organization. Before marketing your brand, make sure you fully understand what your brand stands for. By gathering information both internally and externally, you’ll see what makes your organization’s brand engaging, compelling, and unique.
In order to position your brand in the marketplace, you must first create an accurate view of what it’s like to work at your company. Be real and upfront with people. Instead of using stock photos on the company website, take real pictures of employees working in their actual work environment. When you clarify your brand in the marketplace, you will attract more candidates that are in line with your goals.
Once you have your brand positioned, you need to consider a method of reaching your desired audience. The Internet should be one of your main marketing tools as it is a great platform to reach a large pool of job candidates. Social media is also trending among employers looking to reach young, emerging talent. Of course, newspaper, radio, and television ads are also good traditional methods. Even involving your employees can be a great way to reach people and disseminate the message you want to share.
Employer branding can help attract key talent, increase the number of employee referrals, and even improve the quality of job candidates. As an HR leader, you have the responsibility of sustaining your employer brand. It’s not something you can check off a list; maintaining your brand is an ongoing project. Once you actually see the results of what articulating and positioning employer branding can do for your company, you will have a noticeably stronger business.
Every employer wants the best staff that his or her money can buy. In order to attract the most desirable candidate, you need to sell the opportunity as you would any other product. The purpose of this is to attract top individuals to your organization. These prospective employees need to feel like working for your company is the ideal career choice.
Peaking Their Interest
When you post a job opportunity, there is little doubt that you may see an influx of resumes and applications. With the job market the way it is, even unqualified individuals may send in their information. By putting more effort into selling the job, you may increase the interest of candidates that excel in the position. With his or her skills and knowledge, the candidate can find a job in a variety of locations, and you want your organization to stand out among those prospective employees that have superior qualifications.
The employees of competing organizations are what drive its success. If you don’t secure highly qualified staff members, you could be inadvertently strengthening the competition’s hold within the market. By enhancing the listing of the job opportunity to engage those individuals, your company could become stronger as a whole. Cases in point, brand name organizations such as Apple and Google are successful because of the people working within the establishment. Talented employees can drive the success of virtually any business platform.
Being More than a Brand
While many people will seek employment from various companies simply because of the brand name, others may want to know why they should apply. What kinds of opportunities are available for growth? What is the general atmosphere like? Questions such as these can speak to a potential candidate and give him or her information about what it would be like to work for your company. Certain working atmospheres can play into people’s personalities creating an enjoyable environment. The happier staff members are to remain at their jobs, the less likely you’ll have to find replacements and train new employees.
Selling the job opportunity doesn’t need to sound like you’re begging for qualified staff. You need to focus on why a person would want to work within your organization. This can help you find the right staff member who will be an asset to the team and enhance the company profile.
Writing an accurate job description when your company has an opening is not just crucial for getting qualified applicants, but it’s also essential from a legal standpoint. Taking the time to create a detailed and accurate job description is the first step in the applicant screening process. This single step can save your organization countless hours of time and an immeasurable amount of human and financial resources, as the cost per hire averages more than $20,000 nationwide.
Compliance with the Law
The job description written by the human resources department and manager plays an important role in determining whether the organization is hiring staff within the requirements of the law, such as whether or not a person is physically capable of doing the job in accordance with the Americans with Disabilities Act (ADA). Accurate job descriptions allow both the employee and the organization to set wage standards and salary increases in compliance with the Equal Pay Act. A job description also determines whether an employee is exempt or non-exempt.
An accurate job description helps human resources departments recruit qualified candidates for open positions. A well-written job description includes the necessary skills, experience and expectations that the manager has for the position. When an applicant is reviewing job postings, he or she will then be able to match his or her strengths and skills with what is listed in the description of the position. The applicant will also be able to use the job description to determine what his or her career path will look like at your organization.
Job descriptions help human resources personnel and managers evaluate whether an employee is fulfilling his or her expectations in the organization. With a job description, the employer is able to convey the requirements of the job to the employee. When it comes time for an annual performance evaluation, managers and human resources staff can measure the employee’s accomplishments against those set in the job description. This ensures that there will be no confusion over expectations for the employee’s job duties or what your organization will consider when evaluating the worker’s performance on the job.