For a business firm, the path to success is strewn and full of constant challenges. While it is impossible to overcome every new challenge before the curve, careful planning can make it easy for businesses to adapt to the changing landscape.

If you want to get better quality candidates, fill more positions and reduce your time to hire. There is more to adopt than just opting for excellent recruitment software.

Each stage of the recruitment process is as important as the next stage if you want to attract the best talent. Skipping a step or taking a shortcut can weaken your recruitment process. Also, a dedicated staffing strategy is essential for any business willing to create a healthy workforce. Your people are your company’s biggest asset and can give your business a competitive edge.

Finding the right candidate for your organization requires refining your staffing and recruitment processes to save your precious time, operate efficiently, and build a great team. Here are six steps to do this:

1. Organize Candidates More Effectively

Companies can improve their recruiting process by performing more extensive screening before selecting potential candidates. They can measure a candidate’s potential fit considering their development potential, overall attitude, and their organization’s culture. It is essential to focus on soft skills as much as focusing on hard skills.

Firms should also consider virtual interviews to screen candidates quickly and efficiently. Video interviews allow your teams to coordinate sessions with team members in different locations and enable you to evaluate multiple candidates quickly.

2. Observe the Current Staffing Situation

For maintaining the staffing needs, it is helpful first to take a step back and look at your current workforce. Doing so will help you identify your recruitment needs. And it will also throw light on those members of your team who may be capable of stepping into a more critical role.

To begin the process, create a company organization chart to reflect each member of your company’s jobs, skills, and competencies from top to bottom. An organization chart will help you visualize your workforce and current staffing position to better identify your future needs and opportunities.

Consider adding attributes and core skills for each employee, as they will help you identify opportunities to promote from within when you need to fill high-level positions.

Your company organization chart will also indicate each position to fill within the company. Consider each position and write a complete description of its duties. Identify the core skills that potential applicants will have and any prerequisites you may need to help future applicants.

3. Work on your Employer Brand

Employer branding is probably the most crucial element in hiring, attracting, and retaining great talent. 72% of leaders in the recruitment sector worldwide agree that it significantly impacts recruitment.

Having a solid brand is one of the best ways to attract great applicants. Unfortunately, this one is the most challenging out of all the recruitment strategies as it requires significant investment in time and money. 

According to studies, the average company spends about $129,000 on employer branding. A significant proportion is spent on online company profiles, print advertising, and online social monitoring. While the amount may seem high, the return on investment is more than excellent. Hence, you must work on your employer brand.

4. Concentrate On Future Potential, Not Past Achievements

Interview questions should focus on what potential candidates can do, not what they have done. If you want to bring in talent that can cover the blind spots of your company, then you must have an open mind and think optimistically during an interview. There are three types of questions that may help you:

  • What is the Candidate Capable Of? 

Instead of asking, ‘Have you done x or y or z?’ You need to ask, ‘How would you do x or y or z? This change in question opens you for a brainstorming session rather than an interview, optimistically a better approach.

  • How Well Can The Candidate Cooperate With Others? 

You should not just ask candidates how they have identified and addressed team issues in the past. Instead, you need to identify how they felt about the past process to determine whether you are working with people who are team players involved in interpersonal mobility or not.

  • What Is The Candidate Passionate About? 

When talking to candidates about their past work, specifically ask what made those projects worthwhile for them. You may want to appoint people who are motivated by purpose, not just success.

5. Scale Your Candidate Sourcing

People still want to hear about new job opportunities. Discover passive aspirants with these sourcing techniques to increase your chances of better hiring:

  • Search on Social Media: Interact and follow people on popular social media channels such as Twitter and more specific platforms like Reddit and LinkedIn. Look for people with relevant interests and expertise for the positions you are hiring for.
  • Take Part in Events: Expand your sourcing by attending industry events, conferences, and Meetups, in which the professionals you are hiring can participate.
  • Leverage Boolean Search. Boolean search helps you find candidates’ resumes. You can use Boolean Strings on Google to find profiles on social media.
  • Get a Referral Program: Referrals are often an excellent way to hire high-quality talent. Create referral programs that help you use Gamification methods to get more referrals.
  • Invest in Sourcing Tools: Sourcing tools help you quickly find qualified candidates for your open roles.

6. Work With a Partner Who Hones Talent

Outsourcing specific recruitment processes to a qualified agency allows you to hire the talent that you need in the shortest time.

Many companies prefer to recruit by themselves only. However, they must do so if they have the energy and the capital to manage the in-house recruitment team to take accountability for the hiring mistakes.

In addition, when you’re associated with a prominent staffing agency, you get the assurance of minimizing the risks or damage associated with a bad hire.

As Anthea Turner says, “The first rule of management is delegation. Don’t try and do everything yourself because you can’t.”

When partnered with an experienced staffing and recruitment agency like PowerSource Staffing, you can expect quality, pre-screened, and diverse IT professionals. 

A staffing agency will adopt a relationship-driven approach that involves understanding the motivations and preferences of potential candidates and aligning them with a company. It is not a transactional system, but it is based on functional transparency and trust where both sides of the process respect each other’s needs. 

Final Verdict

If you follow all the above steps in your recruitment process, you cannot go far wrong. But, of course, it will depend on so many people; there can always be unexpected delays and problems in the process. 

While it is important to remember, as long as you set a deadline, provide an accurate job description and use the most appropriate strategy, you reduce the risk of having any problems.

Or you can hire a recruiting and staffing agency so these challenges can be eliminated. PowerSource Staffing is an IT recruiting and staffing agency that offers diverse solutions to your recruitment needs.

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