Do you Need to Refresh your Recruitment Strategy?

Do you Need to Refresh your Recruitment Strategy?
Do you Need to Refresh your Recruitment Strategy?

Do you Need to Refresh your Recruitment Strategy?

Hiring the right people is essential. Your employees are the company, and that’s true regardless of large or small your business is. As a result, long-term struggles with your recruitment strategy can result in lost profits, inefficiencies, poor relationships with key clients and customers, low morale and ultimately perhaps even the demise of a company. So, it’s well worth paying attention to your recruitment strategy. You may need to refresh your strategy if you’ve noticed any of the following:

  • You’re not receiving many applications or responses to job adverts.
  • The quality of applications is low.
  • You’re frequently under-resourced and struggle to hire quickly.
  • Your new hires don’t stay very long.
  • You’re spending a lot of money on recruitment agencies.

There are multiple reasons you could be facing these problems. For example, you may not be receiving many applications for positions if your job adverts need improvement, as boring, robotic or adverts lacking sufficient detail may turn off the best applicants.

You may also find that you’re frequently under-resourced because your employee turnover is high (in which case, serious attention to recruiting the right people, inducting them properly, and ensuring working conditions are conducive to longer stays is essential), or because you’re not properly forecasting periods of growth that require taking on more staff. Whatever the reason behind your recruitment struggles, there are lots of things that can be done to improve upon your current strategy. If you find you are struggling to gain any interest in your job adverts you can consult with a staffing agency in Miami or another agency local to you to work with you to find suitable candidates.

Here are three suggestions to consider:

Write engaging job adverts

Your job advert is the first opportunity a potential candidate has to assess what your business is able to offer them – and first impressions count! As well as doing the obvious things like checking your spelling and grammar is correct, spend some time nailing your tone of voice: the phrases you use and even the way you structure your sentences can convey the atmosphere of your workplace so that your company doesn’t look faceless or lacking personality. Be sure to spell out what the benefits are for the applicant, too: the interview is an opportunity for them to impress you, but at this stage, it’s about doing whatever you can to entice the best candidates.

Focus on digital

Recruiting the best commercial talent from a pool of candidates straight out of education means you’re going to need a really strong online presence, as this generation of workers is very digitally-literate. This means having an attractive, intuitive website as a minimum and also well-maintained social media presence. Businesses that fail to invest the time and resources in these key areas will look as though they’re stuck in the dark age: hardly an attractive employment prospect for a generation of workers that value technology and innovation.

Use recruitment software

A problem many companies suffer with is inefficient processes to track the status of job adverts and applications, requiring lots of man-hours to keep publishing announcements on social media, job boards and agency sites, as well as many more hours to follow up on CV storing, interview dates and start dates.

You can improve your strategy by investing in high-quality, cost-effective recruitment software from suppliers, such as this one. Recruitment software will allow you to simplify your administration, have a clear picture of the entire recruitment cycle, and analyse the effectiveness of your new strategy too.

These three refreshes to your recruitment strategy are likely to make a huge impact on your success, lowering costs and improving time efficiency too. There’s more that you can do, of course, such as hiring people with the right attitude (rather than getting too hung up on particular skills or qualifications), as well as demonstrating a strong induction programme to entice and retain new employees. But for now, focus on a few key areas of improvement and see if you inch closer to the results you’re hoping for.