We've all been there - a senior member of your company leaves and you're tasked with finding a replacement. Before you know the CEO is breathing down your neck asking why you haven't hired the best possible candidate in the shortest possible time!
Luckily we here at Recruitment Solutions want to help you not only find and hire that perfect candidate but also prevent that awkward conversation with your superior from ever taking place.
With that in mind we've put together this short list of tips to start meeting your recruitment targets.
1. Get Organized - Technology is your Friend
This is the number one reason people fail to meet targets and in this case recruitment deadlines. They simply aren't organized. In this age of smartphones, tablets and cloud computing, there's simply no excuse to be disorganized. Simply entering events in your Google Calendar will sync it across all your mobile devices so you can keep aware of all current deadlines. Cloud-based calendars and documents can also be shared and edited by collaborators, which makes working with a team a breeze. If you increase your hiring speed you will avoid missing out on top candidates.
File documents neatly in your computer or cloud-based storage. People often waste time finding digital bits and pieces of their projects when they aren't organized, using "search" to desperately find the document they "swear was saved to the desktop". Good self-discipline is reflected in good organizational skills.
2. Source More (Quality) Candidates
In the modern recruitment environment the best candidate for an open position is not likely to be the one who finds your job advertisement on your career site and submits their CV. It's 2017 and recruiters just like marketing and sales need to know where your audience is!
With so many attraction channels to choose from, it’s tempting to throw them all into the mix. But this approach is likely to lead a whole heap of work, with little return. Identify what communication stream is best suited to your target candidates – do they use more traditional channels like job boards or the job centre, or are they active on online platforms such as LinkedIn and Twitter?
Give candidates a reason to join your company - make sure you outline and emphasise what makes your company stand out from the crowd. Is it the benefits like a great health plan or free food? Is it the opportunities for progression? Or do you simply pay your employees more than your competitors?
3. Hold Yourself and Your Team Accountable
Doing the above steps won't matter if you don't track the progress of both yourself and your team and evaluate your recruitment process based on pre-defined metrics. It starts with you — you gotta stand up in front of your team and show what proactive steps you’re taking.
Having daily meetings can help as recruiters will have a forum to exchange ideas on sourcing and closing candidates. They’ll also recommend candidates to other recruiters for positions that may be a better fit. As a Talent Leader, standup meetings can provide a great venue for highlighting positive outcomes which motivates the recruiting team as well.
In general reporting is essential for recruitment teams, below are a few metrics you should be keeping an eye on:
- Source of Applications
- Number of Open Roles
- Number of Phone Screens Completed
- Number of Face-to-Face Interviews Completed
- Offer:Acceptance Ratio
- Candidate Satisfaction
Interested in learning more about how recruitment software can help you to meet your recruitment targets? Click below to request a comparison sheet detailing the benefits of some of the top recruitment software providers.
