Poor recruitment practices are something that can really cost your business and affect your bottom line. A 2021 study by the Recruitment & Employment Confederation (REC) found that the overall cost of a bad hire is three times the salary paid when you factor in things like training, time lost, disruption to the team, and recruiting someone new.
Employees are at the heart of any business, and getting your recruitment just right is a big part of ensuring you get the right people for the right roles. So, here we look into how 6 ways you can go about improving your recruitment processes in 2023 and increase your productivity as a result.
Make sure job adverts are engaging and clear
When writing the advert, companies should think about why talented sought-after candidates should candidates apply for that specific position, and what’s in it for them.
In order to attract the right candidates, make sure you write your job adverts in a way that inspires candidates and explains the role in detail, including any requirements such as qualifications, industry experience, and so on. In the advert, clearly convey the salary and holidays as well as any employee benefits you offer, such as private healthcare, birthdays given as holiday leave, pension packages, and company cars.
Carry out thorough pre-interview screening
Screening is all part of ensuring you get the right people in the right roles. Before the interview, you may want to screen for things like criminal records, safeguarding checks, credit checks and so on.
Using a reputable screening service will help to save you lots of time in the pre-interview screening stage, especially if you have many candidates to screen. You can monitor the progress of your applications being screened on an online portal. Secure Screening Services is a reliable screening provider that offers packages such as BS7858 vetting for high-risk environments and BPSS clearance for roles where employees will have access to government assets and sensitive data and information.
Part of the pre-interview screening stage of the recruitment process is making sure you don’t employ individuals who could pose a threat to your employees, the public, or vulnerable people. In addition, employee screening can help to protect company goods and assets.
Plan how you will run your interviews
Prepare and plan how you want the interview to go and the questions you want to ask candidates. Remember, you are interviewing them and are in control of asking the things that help you find out what you want to know and how they are suitable for the role, this may include questions on interpersonal skills, qualifications, education, specific work experiences, why they want to work for you, their work and learning style, and their future career plans. So, take the lead and prepare your interviews if you want to recruit the right people and learn about their strengths and weaknesses.
Use automated HR software
Automated software will help to speed up long-winded HR processes and improve the productivity of your recruitment. Modern HR software programs are also able to collect mountains of relevant data that you can draw on to make data-driven recruitment decisions.
In addition, using automated HR software for recruitment processes will also help to reduce your impact on the planet and is an eco-friendly option since it can enable you to go digital and paperless.
Encourage current staff members to apply for new positions
Do you have lots of people in your organisation with a wide array of talents and the capability to work in different roles? You could smoothen your recruitment processes in 2023 by recruiting from within and making the most of the internal talent pool you have at your disposal.
Also Read: How Can a Business Course Help You Excel In Your Career?
Why look to recruit from elsewhere when you have so much talent in your company already? Recruiting effectively is all about being resourceful and considering all eventualities.
Be flexible about starting dates
Try to be reasonable and take a flexible approach towards the starting dates for candidates. Gently does it, as being overly rigid or wanting people to start too soon could put candidates off from joining your organisation.
