A Refresher for Employers on Better Recruitment for Better Retention
MELVILLE, N.Y.–(BUSINESS WIRE)–Adecco Group North America, the world’s leading workforce solutions and recruitment company (www.adeccousa.com) issued five recruitment best practices for 2008. With unemployment remaining below 5% for the past two years, it is increasingly challenging to find the right talent – talent that will succeed within your organization for the long term. Adecco’s philosophy is that improved retention starts with strong recruitment practices.
To help employers kick off the New Year focused on better recruiting, Adecco, the company that connects more people to more jobs at more companies than anyone else in the world, shares some of its best practices for hiring mangers.
| 1. | Start at the top. Take a close look at the top performers in your organization and determine what the key characteristics are that enable them to succeed. Incorporate these into your job description, discuss them with your recruiters and address them with candidates during your interviews. | |||
| 2. | Look ahead. As you begin hiring for a position, consider what success will look like a year from now for the person you hire. What will the person need to have accomplished to be deemed a success? Which key stakeholders will play a role in this person’s career at the company? How will this person fit culturally with these stakeholders and the rest of their core team? | |||
| 3. | Clarity. Have a clearly defined job description at the onset. Avoid being generic. It will only make more unnecessary work for you, your recruiter and your management team in vetting resumes. If you take the time to really capture what the job is and the key requirements for success, you’ll be able to attract more targeted candidates. Also, when you are interviewing candidates, be clear and candid about the ins and outs of the job. Quick turnover happens as a result of a lack of clarity around what a job truly requires. | |||
| 4. | Communication. It’s essential to take the time to communicate consistently with everyone involved in your recruitment process from the team the person will be working with to your recruiter and of course the candidates. First, clearly define as a team what your hiring needs are and the type of person you are looking for. If you work in a team environment, it’s essential to have buy-in from the people who will be working with the new person on the key skills and other characteristics this person should possess. | |||
| Second, it’s very important to help your recruiter understand your needs. Whether it’s an internal recruiter in HR or from a recruitment firm, the more information you share with the recruiter the better a job they can do for you in identifying high potential candidates. The more you align your recruitment team with your business, your culture, the skill set you need and the characteristics you are looking for, the better results you’ll have with your search. | ||||
| When you do identify candidates to interview for the role, be sure you communicate all aspects of the job to them and what success looks like. This will help them understand the long-term requirements of the job and enable them to better assess whether it’s the right fit or not. | ||||
| 5. |
Recruiting is marketing. Every point of contact builds a brand, and recruiting is no exception. As you post jobs, interview candidates and introduce them to your company it’s an opportunity to help build your company’s reputation. Whether the candidate turns out to be the right fit or not, you should always market your company and its products/services in a positive and enthusiastic way. One, it helps generate excitement from the candidate and two, you never know if that candidate will become a customer or other type of business partner to your company one day. Also, we can never forget the impact that word of mouth has in the workforce today, so always put your best foot forward with recruits. |
“It’s often so easy to let the most fundamental best practices of recruiting go when we are busy in our everyday work lives,” says Bernadette Kenny, Chief Career Officer for Adecco Group North America. “We’ve issued these five best practices as a helpful refresher or guide for hiring managers to reference as we enter another year with increasing recruitment and retention challenges ahead of us.”
