December 11, 2021

From Recruiting to Rebooting – 4 Things to do When You’re Not Hiring

Your employees are your biggest assets and play a key role in business growth. They say happier employees lead to happier customers, but finding competent, self-motivated, and goal-driven employees is challenging. According to the U.S. Department of Labor, the cost of a bad hire can go up to 30% of the employee’s earnings in the first year.

Bad hiring means added recruitment expenses, delays filling a vacancy, and unnecessary recruitment tasks for the HR department.

Reboot Your Recruitment Strategy

Having an effective recruitment strategy is essential to forming an incredible workforce. And the best time to revise your recruitment plan is when you are not hiring!

1. Identify Your Recruitment Goals

Start by listing down your recruitment goals. It means you have to make logical and data-driven forecasts of when you would need to hire employees and for which roles. Desperate hiring can lead to bad hiring. Don’t let the urgency of filling a position influence your hiring decisions.

Identify the characteristics you need in your future hires. For example, some organizations insist on maintaining racial and ethnic diversity in their workforce. Some organizations value experience over other factors.

Knowing what you are looking for will help you land the right candidate. Set some standards so that initial screening is no longer a hassle for your HR team.

2. Assess Your Current Recruitment Efficiency

Evaluating your current progress is essential to improve your recruitment plans. Here are a few things to explore:

3. Review Your Recruitment Plan

Your employees and department heads can give you the best insights on how to improve your recruitment process. You may also want to talk to newly-hired employees and ask them about their experience with your company pre-hiring and post-hiring.

Keeping in mind the current pandemic, you may also want to explore the possibilities of remote interviews. It is a great option for recruiting potential candidates from across the globe.

Work on your onboarding. The first few days in the company are integral in shaping employees’ perceptions and experience. Work on breaking the ice in the team to create an interactive work environment.

Set up training and development programs for your employees. People are motivated to do their best when they feel inspired and challenged. Teach them new skills, diversify their roles, and set new career milestones for them.

4. Explore Your Employee Database

Internal recruitment has tremendous benefits. It motivates employees by showing them that their efforts, hard work, and commitment are acknowledged and appreciated. It speeds up the hiring process and saves costs otherwise spent on job advertisements, hiring, and onboarding. You also don’t have to spend time cultivating company culture.

Start by listing down the requirements of a vacancy and explore your current database. Look for employees that fulfill criteria or fulfill most of them. You might need to brush a few skills, as long as it is almost a match.

Say No to Bad Hiring

Take the time to evaluate and improve your recruitment strategies. Explore previous bad hires and identify what went wrong. This will be a great starting point for you.

Keep updating your recruitment strategies to up your hiring game. Remember that hiring the right people is the key to a successful future!