As the world of work continues to evolve, so does the hiring landscape. With new challenges and opportunities every day, employers must stay on top of best practices when recruiting and onboarding talent.
We've gathered three expert voices in one place for a special New Year podcast episode! Sophie Power sits down with Andrea Marston, Alan Walker, and Willem Wijnans to discuss their tips on getting ahead in 2023 regarding hiring. Tune in as they share insights into what successful recruitment looks like now and into the future. Download our audio podcast here.
The key takeaways:
•HR departments can streamline their recruitment process and partner with Founders and Executives to hire the best talent.
• Quality of hire should be evaluated by tracking metrics such as employee retention rates, and performance evaluations.
• A skills-based approach may be beneficial for certain positions, while job descriptions should include detailed information on what success in the role entails.
• Cost consolidation through assessment technology and automation can help reduce overhead costs associated with traditional recruitment methods.
• Technology plays a vital role in simplifying background screening processes, automating routine tasks like data entry and compliance, allowing HR teams to focus on more strategic endeavours like developing a personalised recruitment strategy
Here’s what we learnt:
Streamline your recruitment process for maximum efficiency
Simplifying your recruitment process can eliminate unnecessary steps and ensure that only the most critical elements are included. One way to do this is by consolidating your applicant tracking system (ATS) to serve as the primary point of entry for all candidates, making it easier to keep track of applications. Additionally, consider incorporating automation to optimise your process further.
Essential tip: Analyse performance review data about injury points to gain insight into the effectiveness of a manager's training methods.
Partner with Founders and Executives
To ensure that the organisation hires the best talent, talent acquisition teams must partner closely with founders and executives. By understanding their goals and preferences for each role, the talent acquisition team can develop suitable roles and briefs and provide input into the briefing process. This approach also allows the founders and executives to meet the candidates during the final stages of recruitment.
Additionally, by being involved in critical processes such as interviewing, onboarding and briefing, the HR department can help to ensure a successful and high-quality hire. By taking these steps, talent and HR departments can attract the right talent and help the organisation reach its ambitions.
Key tip: Consider implementing a referral program to tap into your current employees' professional networks and increase the chances of finding high-quality candidates who are a good fit for the organisation.
Evaluate the quality of the hire
To ensure that you are making effective hires, you should track key metrics such as employee retention rates and performance evaluations to determine which candidates have been successful in their roles. By doing so, organisations can identify patterns among successful hires and replicate this success in future recruiting efforts.
One effective way to measure the quality of hire is by using performance reviews to correlate data on a scale of 1-10 and identify top performers. Additionally, it's essential to evaluate each step of the recruitment process to determine its value and eliminate any low-value elements. However, it's also necessary to keep things simple. By keeping things straightforward, you can ensure the recruitment process is efficient and effective.
Embrace a skill-based approach
Focusing on skills rather than experience may be beneficial when seeking out potential employees for certain positions. This approach allows organisations to identify talent with suitable capabilities regardless of experience in a particular field. For example, programming or coding positions could benefit from a skill-based system.
Recruiting through skills-based assessment offers talent and HR departments a powerful tool for finding the right candidate for a job. The process focuses on assessing job-specific skills rather than experience or education.
Moreover, HR teams can place more emphasis on evaluating technical knowledge rather than relying on unconscious biases when making recruitment decisions. However, this approach should only be utilised for specific positions; assessments too early in the recruitment process can turn away potential candidates.
Key tip: Offer candidates an in-person whiteboard or take-home assessment task to evaluate their skills. Accommodating people’s individual working style preferences is likely to yield better results.
Optimise job descriptions
One way for HR departments to improve their recruitment processes is by revising job descriptions to include more detailed information, such as the hiring manager's name and a clear depiction of what success in the role entails.
This approach can attract more relevant and suitable candidates, saving time for both the recruitment team and job seekers. By incorporating this with traditional job description elements, you can more accurately and efficiently identify potential new hires, allowing them to start moving towards achieving their goals.
Key tip: Include specific qualifications and requirements in the job description and highlight any transferable skills or experience relevant to the role. This can attract a wider pool of qualified candidates and increase the chances of finding an excellent fit for the position.
Consolidating costs
Cost consolidation is crucial for HR departments to remain competitive. Assessment technology and automation can benefit HR and talent teams by identifying candidates that fit the job requirements. By implementing these measures, you can reduce overhead costs associated with traditional recruitment processes such as background checks and onboarding systems.
Key tip: Consider using online assessment tools and automation to streamline recruitment and reduce costs associated with traditional recruitment methods such as background checks and onboarding systems. This can help HR departments to identify suitable candidates more efficiently and effectively.
Harness talent acquisition technology
Technology is a crucial component in streamlining and elevating recruitment processes in today's dynamic business landscape. Automation tools can automate routine tasks such as data entry and compliance, allowing you to focus on more strategic endeavours like developing a personalised recruitment strategy and achieving desired hiring outcomes.
Technology can also play a key role in simplifying the background screening process. With the workforce constantly evolving, it's increasingly vital for HR departments to utilise technology to stay competitive and attract top talent.
Key tip: Investigate recruitment technology options, including Applicant Tracking Systems, resume screening software, background screening tools, and online assessment tools. By implementing these technologies, HR departments can improve the efficiency and effectiveness of their recruitment process and stay ahead of the curve in the competitive world of talent acquisition.
Final thoughts
To listen to the episode, feel free to download or stream it here from every major podcast solution. Get in touch today if you’d like to speak with a team member about your hiring plans for 2023 and how Zinc can assist with automating background screen processes.
Special thanks go to Andrea, Adam and Willem for joining us on this episode and providing their expertise.
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