A robust sourcing strategy; including inbound and outbound tactics– is a necessity in today’s market. Relying only on inbound tactics, like posting a position, won’t deliver the efficiency or quality most organizations need. Outbound tactics– like proactively and deliberately seeking out targeted profiles that match your hiring criteria–ensure you’re connecting with the right candidates in the most efficient way.
Go beyond the resume to better understand the whole candidate. Use a blend of closed and open-ended questions, thoroughly review the candidate’s work history– uncovering specific reasons for joining, staying, or leaving prior organizations. Understand his/her future plans while also discovering his/her current needs and interests. An empathetic tone and a listening ear will allow you to establish trust while also seeing the “real person”.
Making a bad hire can be a costly mistake. On the other hand, “grilling” top talent is an easy way to chase them out of your recruiting process. Interviewing questions that are unique to the role, the culture, and the team can uncover critical insight and expose red flags. Differentiating questions amongst interviewers will help you get the most out of each conversation while making the process feel more organized. Don’t be afraid to probe where you have questions or see inconsistencies– but, do so with empathy and sincerity. Explain why it’s important to dig or understand more thoroughly.
In addition to establishing internal controls, a documented hiring process will allow existing, and new members, of the hiring team to come quickly up to speed with the approved hiring process for your organization. This will help ensure appropriate use of authority as well as a positive candidate experience.
Pre-employment assessments fill the gap between the resume and the interview, allowing hiring managers to make more fully informed decisions. In addition, the results can be used throughout the employee lifecycle providing managers coaching tips and valuable insight into their team from day one.
Don’t assume top talent is looking for you or your job(s). Approach sourcing like marketing– focusing first on your brand, key message(s), and target audience. Position your brand where top talent will see it–even if they aren’t looking. Convey a compelling message that drives action. Make it easy for passive candidates to stay connected.
The cost of replacing an entry-level employee is 30-50 percent of the person’s annual salary, up to 150-400 percent for mid and senior-level employees respectively. Effective orientation and onboarding requires a great first impression while also confirming expectations with the employee, resulting in improved employee engagement and retention.
Providing employees with frequent opportunities to provide anonymous feedback about various aspects of their employment will help identify potential retention issues, understand what’s working well and get new ideas from your employees.
Understanding the reasons employees leave and taking appropriate action to prevent turnover can save your organization time and money. Effective exit interviews allow an organization to proactively stay in tune with their employees and protect their employer branding.
Knowing what your organization’s talent needs are today and years from now are crucial to ongoing business growth and success. Identify high potential talent and keep them engaged, challenged and provide stretch assignments so they are ready for future roles with your organization.
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