Securing and keeping skilled professionals is among the largest and most crucial obstacles any company will encounter. In most markets, the demand for labor exceeds its supply, and given that the unemployment rate is only 5.5% as per Statistics Canada, it’s essential to have and carry out an effective hiring strategy.
The process might appear intimidating and time-intensive, but we present four steps to simplify this task and help your organization succeed in the competitive quest for talent.
1. Formulate a Recruitment Plan
A company’s recruitment strategy should be goal-oriented and in sync with the organization’s objectives. Recruitment shouldn’t be a reactive process triggered only when an employee resigns, leaving a vacant position. Especially in a competitive labor market, attracting and retaining the best talent demands a well-planned hiring strategy customized to the unique attributes and requirements of the organization.
Recognizing a job vacancy and assessing the necessity for a new recruit is critical. The hiring process should mirror the strategic goals of the company. Check if the business is aiming for expansion or simply replacing positions as they become available.
An organization’s current status and objectives may dictate the type of hiring strategy that would be most beneficial. One approach could be to concentrate on recruiting entry-level employees who display potential and eagerness to learn and grow within the business.
This approach allows the organization to bring in employees at entry-level positions where costs are minimal, and then cultivate their skills to meet the company’s needs over time. Conversely, a slow-growing organization, unable to provide many advancement opportunities, might find it more advantageous to focus on hiring external talent at all levels.
2. Deciding on a Course of Action
Deciding to recruit a new employee is a major step, and the potential repercussions of an incorrect decision can be severe, making this phase challenging for employers. It’s essential to thoroughly analyze the decision-making process and avoid impulsive decisions (particularly if the need to hire is immediate). Here are some important points to remember as you deliberate your choice:
3. Have a Diverse Recruitment Team
While the task of hiring is typically seen as a function of the HR department, it could be beneficial for companies to create a diverse committee involved in the hiring process. This team can offer crucial insights on the company’s hiring methods and evaluate potential candidates. The formation of this group might be temporary, specific to one hiring cycle, and should include individuals from various backgrounds and hierarchical positions within the organization.
This ensures a range of perspectives are taken into account during each phase of the recruitment process. For instance, an employee who understands the daily responsibilities of the vacant position could provide input on the job description during the job analysis stage. Simultaneously, a manager from another team might suggest desirable traits and skills that could enhance inter-team cooperation.
4. Verification of Experiences and Confirmation of References
Once you have built a solid recruitment team and begun receiving applications, the next step is ensuring each applicant is the best possible fit for your organization. This begins with a detailed RCMP criminal record check to verify the information on their resume and look for any red flags.
The red flags you’ll want to look for include any history of criminal activity, poor credit scores, or numerous job changes. Conduct reference checks with previous employers to understand the applicant’s work ethic and job performance. The goal is to avoid bringing on employees who may become a poor fit or cause problems down the road.
Successfully maneuvering through the recruitment process is akin to perfecting an art, rather than applying a science. However, this experience can be made less overwhelming by segmenting it into manageable phases. Adhering to these steps lays a blueprint for success, but don’t forget to rely on your inner voice. Intuition is a crucial component of the recruitment journey and often aids in steering you toward the final decision.