Recruitment. A relentless business function that continues to puzzle employers worldwide. As we begin to move into a New Year, it’s time to turn some of these ‘up and coming’ trends into strategic projects. For results that directly impact customer experiences, employee retention, and business revenue, get the wheels grinding on these five trending recruitment functions:
1. Employer Brand and Employee Value Proposition
Positioning your brand in a manner that draws customers is nothing new, so why are you still kicking tires over your Employer Brand? Much like corporate branding, Employer Branding is when a business positions itself as the place a sought-after employer would want to work. Or, as we at SmartHire® say, making your company a Destination Employer. It’s a process that involving promoting the company to a target group to recruit and retain top industry talent. It’s not tricky – and it’s something that could transform your business. If you’re not already focusing on Employer Brand, you should be.
Start your New Year off right by defining your own Employee Value Proposition (EVP). An EVP helps employees develop a meaningful connection with their workplace, keeping them engaged and interested in their position. It helps you by positioning yourself in an employee’s situation – what in it for them when the business is successful? What makes your business the place they should bring their talent? When focusing on the creation of an EVP, ensure your employees are heavily involved, if not, leading the project. It is not enough anymore to offer employees an excellent salary; the statement that encourages other like-minded people to join the organization (EVP) should be a direct reflection of why employees continue to work there (not why Senior Management thinks they should all work there).
2. Candidate Experience and Relationship Management
However, you can have a great Employer Brand with a clearly defined EVP and still struggle with key HR topics (relevant applications, high process abandonment, candidate ghosting, challenging interviews, etc.). Again, if we were speaking about customers, this concept wouldn’t feel so bizarre, but the world of work has changed – so much so that our employees are really the ones ‘in charge.’ They are looking for great experiences and a positive company culture when they interact with potential employers. Otherwise, the real talented options will simply find another business to bring their talent to.
Think: What is it like to interact with your business as a potential employee? Are your ads in the right place, communicating the right message to bring the right people in? Consider this – you have the ability to instill a sense of pride and prestige with your applicants. Do your newest and potential employees have the opportunity to identify commonalities with your organization as they move through your recruitment process? Audit your recruitment and selection process. Survey employees and hiring managers to ensure expectations are being met and the process runs smoothly.
3. Personality as a Key Indicator for Job Suitability
We all move through the world differently. We all have specific preferences for interaction with others and preferred communication styles. Individual abilities to handle criticism and stress vary greatly from person to person. These innate personality traits will be the deciding factor in hiring and retention success.
According to the American Psychological Association, five personality traits are a predictor of job performance. They are more fondly known as the Big Five:
- Is the candidate an extrovert?
- Are they agreeable?
- Are they conscientious?
- Do they have emotional stability?
- Are they open to new experiences?
There is no real measure for suitability when a certification is delivered or a designation is achieved. These skills-based credentials indicate that the person has been given the knowledge and skill to perform the work required. But employers must consider the ‘softer’ side of the job. Can perspective employees handle it? Will they enjoy it? Do they bring a different style to the table? Identifying the traits for success in each role will greatly improve performance, retention, and customer experience in the New Year and years to come.
If you’re an organization that panics on day one of a new hire, it’s time to get it together. Again, it’s essential to consider your employees like you’d consider customers. If your new employee experience is weak, you’ll lose your new hire within the first 30 – 90 days.
Locating new recruits is only part of the battle to staffing your team. You also need an onboarding process to acclimate new recruits to the culture of the workplace. New recruits landing on your team should feel confident out of the gate. Onboarding is different from orientation. An orientation happens in a short period, helping a new employee fill out the required paperwork and signing any contracts. Onboarding can take up to 12 months to complete, helping new employees enter the company fully prepared for their position. This period of support is crucial for creating confident workers who feel supported.
Solid onboarding is essential in your strategic plan for 2019. Give your newest employees the gift of an easy transition where onboarding requirements can be completed in a manner that’s more common – online and mobile! Your retention rates will rise and your HR staff will thank-you!
For more information on how to get ready for another great year of recruitment, selection, and onboarding, visit www.smarthire.ca today!