Lacking fire power needed to get the right people in the right seats? It is time to look into your talent recruitment process and new hire management.
Hiring new talent is one of the most critical yet underrated activities in an organization. Many veteran employees consider new hires to be beneath them, particularly regarding skills and performance appraisals. However, companies aiming to be successful should now consider taking a different approach and start looking at new hires as key contributors to the future of their company. This means getting the right people who can boost your business.
How do you ensure that your talent recruitment process outsourcing (RPO) team is doing their job?
Define Your Ideal Candidate
Before you even provide a job description for a particular role, everyone involved in the hiring process should first sit down and envision how their ideal employee can fill in the vacant role. From the get-go, they should have a clear picture of what strengths and skills a candidate should possess to make them successful in their position. More than that, your RPO team should also be able to gauge what qualities the new hire has that would perfectly mesh with the rest of the group.
Practice Collaborative Hiring
Gone are the days when HR teams were the sole decision-maker when it comes to talent acquisition. The best way to go about this is to get input from the very people who will manage the new hire. Allow them to build a candidate profile. During the process of the interview, measure them against these parameters.
Monitor Talent Pools
While you may have an impressive talent pool of remote workers, it is always best to go over your candidate source and see if it still works. If not, then move on to explore new and better sources for talent recruitment. Reach out to different channels like MultiplyMii’s offshore outsourcing, and you’ll be surprised at how beneficial these other options can be.
Use Performance Metrics
Improving the overall hiring process depends on how your organization can measure the quality of new hires, no matter what position they are in. At the get-go, HR teams and even the upper management should carefully look at performance metrics and look for signs indicating an employee’s performance level.
Have Employee Referral Programs
More than talent pools, another great source of top-caliber candidates is your current employees. They are the best ones that have first-hand experience of what it is like for your company. Your current employees are the best brand ambassadors that you can have. They are the best mirrors of your company culture. That said, a good strategy is to offer a referral bonus when they recommend a candidate who is hired.
These programs are often successful at first. You will note that the referrals will keep coming in. However, you will also notice that as time fades on, so does the thrill. As such, it is best to look at your employee referral program and incorporate changes that will get your employees excited again. Some of the strategies that you can include are:
1. Monitor referrals and openly acknowledge those who have received their rewards.
2. Increase monetary awards until your company gets a threshold that encourages people to act on it.
3. Make it exciting by offering contests like a raffle draw where employees with successful referrals can win the latest gadget or a vacation trip.
Understand Your Target Audience
One of the pitfalls of recruitment processes is not considering the target audience. You have to define what candidates you are looking for. Moreover, you have to understand that recruiting is selling. You need to know who you want to attract to your organization. For this to happen, you need to identify your company’s main selling points that will make candidates choose you.
What do you have to offer? Who will benefit from our offerings? When you answer these questions, it would be easier to place your brand in the center of your target candidates. And since you need to sell your organization to these candidates, you need to advertise your working culture and echo your employee’s skills and attitude related to your brand.
Plan for the Future
You hire employees because you believe their skills will become useful for the company. It is perfectly okay to think ahead and plan for the future, especially if you see a particular candidate’s potential to become a valuable part of your team. Don’t hesitate to invest in their personal development.
Take this piece of advice:
While it is always good to evaluate your new hires based on their skills and potential, your organization’s role is equally critical in ensuring that these new talents will blossom and bring forth further success for your company.
Never take your new hires for granted and allow them to grow. When your recruitment processing is done right, expect to enjoy high performing and loyal team players that will ultimately boost your business.
Learn more about how MultiplyMii’s remote talent recruitment process can help boost your business by booking a demo.