This video will make the case for taking the time to find the right person, and how to go about doing that. It will also discuss creating a recruiting plan.
- [Voiceover] Did you know that turnover can cost an organization anywhere between 50 and 150 percent of that job position's annual salary? I know, that's a large percentage gap, but that's because turnover is really hard to quantify. But if you think about it, you can easily see where that money is going. The time spent recruiting, interviewing, hiring and training is expensive. So is the lost work product, the lost customer who didn't get the best service because you were one person short, the overtime to get everything done and so forth.
All of this makes turnover expensive, and finding the right person the first time around, pretty important. The definition of recruiting is to generate a sufficient group from which to select the best talent. Often we take what we can get, and sometimes it feels like we have to choose from second or third chair candidates. Sometimes we get into, just get us a warm body and we'll figure it out later mode. If you've hired in that situation, you know it usually doesn't work out so well. I suggest taking a step back and creating a recruitment strategy.
This involves asking a series of question such as: what makes our company a great place to work, what else can we do to bring new hires up to speed quickly, how do our competitors hire, what kind of training can we afford to offer new hires? Once you know the answers, you can create a recruiting strategy. Your strategy should layout the challenges you've been facing, the strategy for overcoming them, and the tactics you will use. For example, perhaps in the last three rounds of recruiting you were unable to secure a top-quality applicant who had the educational requirements you were looking for and who were willing to work at the pay you offer.
Ask yourself if the educational requirements are indeed required or preferred, where you can find people who might work for your rate of pay, or what else you can offer in addition to pay to make the position more enticing. Perhaps you realize that recruiting online isn't the best way to find the people you're looking for, and instead you should be looking at universities. You could attend their job fairs, try an internship program, post on the university social media site, or contact the career center. The point is that there are a variety of angles you may not have thought of before.
So sit down and create a strategy, and then monitor what works. Something else to consider in your strategy is becoming more flexible. For example, you might think you have to find someone who lives nearby so they can come into the office, but what if the best candidate lives across the country? Is it at all possible a person in this position can work remotely? If so, now you can expand your search. We have an old saying in recruiting, "It's not that the right people aren't out there; "it's that you're not looking in the right place." Just because the best people aren't responding to your job ads, it doesn't mean they aren't available, it just means that you have to expand where you look, and become flexible in what you're looking for.
Speaking of job ads, the final step in successful recruiting is creating an ad that catches job seekers attention. Do not post your job description online and expect job seekers to get excited about working for you. The job description is the users manual, and the job posting is the product advertisement. You wouldn't buy a new camera from a website if the users manual was posted, instead you buy a camera because they make it enticing with pictures, and a brief description of why the camera is so awesome. You've gotta make the job look awesome, and you do that with marketing language.
Instead of saying, we are seeking a new receptionist, try, we are seeking someone with a happy face, a great personality, and an uplifting spirit to serve as the face of our company when clients walk through the door. Do you see what I mean? The exercise files for this course provide a template recruiting strategy worksheet, some ideas for innovative recruiting strategies, and a worksheet for writing a killer job advertisement. So step back, figure out a recruiting strategy, and write a killer job posting, and you'll generate a sufficient stack of resumes from which to select the best talent.
- Tying HR to your company's vision and mission
- Strategic planning
- Measuring training program success
- Building engagement
- Creating culture