As an HR person, you know how important exceptional recruiting is – when it’s good, it can make an organization; when it’s bad, it can break it. As the recruiting pro at your employer, you know how easy it is for the process to get out of whack.
It sounds easy: a job opens up, you write an ad, post it, evaluate a manageable amount of applicants and presto-change-o you have a spot-on new employee.
But the reality is a lot more complicated.
- The open position might need a different skill set than it did before.
- Job ads need to highlight company culture.
- There are so many places to post jobs it’s hard to know where your candidates are.
- It’s time-consuming to post to multiple channels.
- Too many applications mean entire work weeks dedicated to sorting, reporting and staying compliant with federal guidelines.
- Too few applicants mean an extended search and possibly poor candidates.
- Applicant evaluation is tricky when you’re not the direct report.
Recruiting can be simple, efficient and a robust way to build a high-quality workforce. Here are secrets from the trade — five ways to improve your process and get the best team members.