Spend time defining the role and the ideal profile of the person you want to hire:
stop using dated job descriptions as the basis for hiring. Build a Performance-based job description: what does this person need to accomplish to prove as a top hire at the end of their 1st anniversary with the Firm?
What is the ideal profile of a successful Candidate? More decision-makers involved in the hiring process? Make sure you visualize and harmonize the differences in perception of all participants beforehand. Get them all onboard on the behavior profile you are going to recruit. Discussing this important matter after the interviews and worst, after the hire was made, is the surest way to fail.
Attract applicants
The way you present the job opportunity makes all the difference. You want to raise the interest of professionals looking to grow in their careers, the ones who are up for a career move. Stay clear of people trying to find a new ‘cozy place’.
Hybrid work is here to stay, whether we like it or not. Make sure you can offer flexible work arrangements to compete for the best talent available. More on hybrid work you can find here.
Ask and encourage them to point out their expectations in the new job. It does not make any sense to hire someone, only to find they have expectations you, as a firm, cannot meet.
Ensure a smooth flow from approaching Candidates to hiring decisions. Starting recruiting projects only to interrupt them when other urgent tasks need to be dealt with, kills the momentum, affects company brand, and impacts credibility on the Market. It’s a huge waste of resources that usually gets unnoticed.
Do you have the relevant niche network to select relevant Candidates?
A.I. and recruiting platforms are most relevant for mass recruiting, this is the “one to many” approach. If you are out for the best, the way to go is “one on one”. Do you have the relevant niche network to get your message across the majority of the Talent pool? Do you include passive Candidates in your recruiting project, or you rather give the job to the most actively looking, ready to accept any job.
You need to gain full access to the Talent Pool areas that are more relevant to your core activity, at least. For instance: if you are IT then you need full access to the IT community. If you only build IOS mobile apps you need to have full access to the community of IOS mobile apps programmers. That is your basis to win the ‘War on Talent’. When recruiting for the other positions in your firm, you either build full access on your own or outsource to someone who has this access.
How do you select your recruiting partners, if the case
CV suppliers or recruiter consultants?
Do you outsource to the recruiter or does the recruiter outsource to you?
We get it, you cannot get full access to the Talent Pool for all functions in your company; it is simply impossible … but does the external partner have what you do not have? Ask them to prove it to you.
Inquire about their free replacement guarantee? For how long are you covered in case of a mistake?
You hire them! What’s next?
Get a proper onboarding plan in place for every one of your new hires. Is good for getting them on board in a consistent manner and for getting them up to speed to optimum productivity. Walk the talk! Candidates expect that commitments made during the interview are delivered. And to be fair, you should expect the same at their end!
Make sure you get the recruiter invested in the retention regimen of the Candidate. They can always get information that you, as a hiring manager, can not have access to. A professional periodic retention program can solve performance and behavior issues well before they become chronic.
One could continue this list for on and on.
For now, try focusing on these 5 bullet points above: this is bound to give you an improved rate of retention with your new hires. Avoid bad hires to avoid the staggering costs related.
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