Ask These 6 Questions to Boost Your Internal Recruiting
How often does your company evaluate your internal recruiting function, looking for ways to improve and optimize your hiring? Some companies do this often, but it can also fall to the back burner for many teams. And it’s not from a lack of caring, but rather a factor of busy companies staying laser-focused on their day-to-day business matters
At 1H Recruiting, we see ourselves as partners to our clients, together working on creating a more optimal, more efficient way to hire great people for the long term. We always find that the companies that seem to “do it right” are consistently attracting and retaining top talent as a result. And one secret we’ll share is that it’s not terribly difficult, either. It simply requires a top-down emphasis on constantly improving your hiring practices, much as you would with any other aspect of your business (e.g. your sales effectiveness, your content marketing strategy, your customer experience, etc.)
To help you begin, here are six questions you can ask about your current recruiting function:
1. Do We Get Employee Referrals?
Unsurprisingly, your current employees can often act as your best recruiter (or even cheerleader) for great talent. Most companies already have an employee referral program. If you don’t putting a simple system in place to enable your team members to refer qualified candidates is the first step. You might even consider a monetary incentive, as this would almost always cost less than what you’d pay an outside recruiter to find you a new hire.
Once you have a good employee referral program set up, monitor the flow of incoming referrals. If you’re promoting (and incentivizing) referrals, and getting a low response, you probably have some company culture issues that need to be addressed before you can attract top talent.
2. What is the Biggest Gap in Our Process?
Hiring challenges can vary by company, or even change over time. It’s important to recognize first whether you struggle with too many or too few applicants. Or, perhaps your real struggle is with qualifying candidates efficiently once they apply, either pre-interview or during the interview round. Identify where the gaps exist, and then you’ll be able to solve those challenges without too much unnecessary work or expense.
3. Do We Think About “Candidate Experience” Like We Do “Customer Experience”?
It’s not at all uncommon for companies to lose sight of the complete candidate experience, especially for those people who aren’t advancing in the process. We believe that every candidate could also be a future client or customer of yours, or even a referral source to tell others to apply. This potential could instantly be lost if someone has a miserable experience as a candidate. Plus, if someone is expressing a genuine interest to work for your company, then you should give them the respect they deserve if for no other reason then it’s the right thing to do. If you stay relentlessly focused on this aspect, then it will pay dividends for your growth in the long term.
4. Are We Effectively Using Available Technology?
These days, the number of choices available for technologies to enhance your recruiting can be overwhelming, to say the least. We don’t believe there is any cure-all to completely automate your hiring, but there are certainly ways to make your life (via your hiring) easier. Choosing an Applicant Tracking System that is easy to maintain, adaptable and affordable is a good place to start. Selecting a basic assessment tool can also save you valuable time in weeding out candidates who are not a match. Leveraging LinkedIn (you could consider paying for access to LinkedIn Recruiter) is still an excellent way to proactively source great potential matches for your roles. Just remember that not all recruiting technology is created equally, and there’s no substitute for the human eye (and human touch)!
5. Do We Have a Solid Talent Pipeline?
Many companies are reactive in their hiring, but being proactive in trying to attract qualified candidates is another trick to saving time and money in the long run. While you keep the door open for potential candidates to apply, we generally recommend against passing off closed positions as "live" when they are not. Getting back to the experience, this can be misleading to candidates. Rather, give people a way to submit their resume more generally, or encourage your internal recruiters to identify and network with people who could be future candidates.
6. Are Our Job Postings Lackluster?
If you consistently receive poor quality candidates, then it’s possible your job postings are not working for you. It’s important to not oversell (or even mis-sell) any position; otherwise you will waste your time and prospective candidates’ time. We recently discovered a unique company utilizing the power of Artificial Intelligence to help companies craft better job descriptions. Check out Textio here: https://textio.com/
You also want to find ways to authentically sell your culture. This is about more than promoting fun workplace perks. It means genuinely communicating the growth and learning potential of any job, which is going to be an inherent motivator for many people to stay interested in a position. Enticing the best talent possible goes beyond a written job description, but these days it’s typically the starting point for any candidate.
By looking more critically at your internal efforts to attract the best talent, and then identifying the right solutions, your company will be better off over time. Sometimes the fixes can be done internally, and other times you can turn to outside search firms and experts to fill these gaps.
Our unique hourly model, paired with our true partnership ethos, make 1H Recruiting an ideal solution to bring more efficiency and effectiveness to your hiring. We hope you’ll talk with our team today about getting started!