3 Top Tips for Hiring Managers in 2020


The end-to-end recruitment process is one that is evolving. Therefore everybody involved in such a process is having to evolve too. This includes potential candidates, recruiters, talent acquisition professionals and of course hiring managers themselves! To ease into this period of transformation, Risk and Compliance Consultant at Huxley, Joshua Hawthorne, has put together some simple tips which aim to help hiring managers to engage with the world of 2020 recruitment.

 

1)    Candidate experience is everything

Employment is in abundance in Australia right now, across the majority of industries. With so many options for candidates to choose from right now, and the competition between organisations to secure talent stronger than ever, providing an exceptional candidate experience is or should be at the forefront of every employer’s mind! It is this crucial process that essentially ends up converting potential candidates into future employees.

It is worthwhile to keep in mind that any interviewee for a role could be engaged in numerous processes at any given time, and therefore the need to stand out from the crowd is what could set your organisation apart. Utilizing technology to streamline and optimize the hiring process should be first and foremost on the list of priorities. Ensuring that your company’s website is not only customer-friendly, but also comes across as a great place to work is a good starting point. From there, you need to make sure your career site or page is up to date and user-friendly. You should use this technology in conjunction with a recruitment agency in order to achieve the best results, and we will talk through the role of a recruiter here in the point below. 

The overall candidate experience should ultimately go hand in hand with your organisation’s company culture, employer branding, and strategy. This will help create an approach to hiring which is more in line with your brand. Get your company’s core message(s) across and make sure candidates are getting an accurate representation of what the business is actually about – that way you will be attracting the right kind of people for your brand.

2)    Don’t underestimate the role of a recruiter

While the improvements in technology can definitely speed up the hiring process and have made vast improvements in the way we hire, it is important to remember that technology should enhance recruitment, and not replace it. The role of a recruiter is more important than ever in today’s society, with there being a need for equal parts autonomy and human interaction in the hiring process. You don’t want to miss out on great candidates due to lack of communication throughout the interview process, and recruiters will ensure this is never the case. They will help keep candidates informed and up to date and will avoid that ‘’ghosting’’ that so many experience. 

Recruiters will help monitor how candidates are finding your hiring process, and this will largely determine the impression they have of their organisation upon leaving it, whether or not they transition into a new hire. A recruiter will also source, screen and prepare candidates for interview, avoiding any unnecessary time wasting and ensuring you’re being presented with the best possible options for the job. By teaming your technology alongside building a strong relationship with recruiters you are essentially delivering a double tonged approach. 

Speaking of the above, building a strong relationship with a recruiter requires effort from both parties. Keeping them as in the loop and as informed as possible, as well as incorporating them into your hiring strategy will really help you in the long run. They are there to assist you in your search, so utilising their resources, and viewing them as a help and not a hindrance, is crucial if you want to see them add value and results to your business. 



3)    Incorporate pre-boarding into your hiring strategy

According to this article by HCA, the average employee turnover rate is 18%, as opposed to the ideal which is 10%. This is obviously a major worry for any employer and can be a huge hit to an organisation when an employee leaves, both in a financial sense and from a business perspective. There are many reasons to why an employee feels the need to look elsewhere, including poor management, lack of career progression, work overload and issues with salary. Other reasons why one might decide to leave may include having an incorrect perception of what the role or company would be like prior to joining, not being fully committed before beginning the onboarding process or being disappointed with the reception they have received upon joining a team. 

A sure-fire way to avoid all of the above as much as possible is to improve and evolve your pre-boarding experience as much as possible. This time between a candidate accepting an offer and the day they start work is often severely neglected. However, this is actually a crucial period in the recruitment life cycle. During this time, it’s important to remember that said candidate could actually still be involved in a number of processes, and just because they have accepted doesn’t mean everything is set in stone. They’re bound to be nervous, and so during this interim period as a hiring manager, you should be focused on ensuring they are excited about their start date and looking forward to joining the team. If at all possible, getting them to meet the rest of the team prior to starting is a great way of breaking the ice and easing them in, and that can be by way of a less formal social activity such as a team lunch or outing. 

Any information on the company, including documents on company culture and benefits, should be sent to the candidate prior to the start date. Encouraging their colleagues to connect with them on LinkedIn and even send a brief welcome message will also help put a face to a name and promote inclusion. Obviously, the goal is not to overload or overwhelm them, but making sure they’re kept in the loop is important, particularly if their start date is not for a while. If you can, sending them on a tentative schedule of what their first few weeks will look like in the business, including any training sessions or learning and development opportunities, will let them know what’s expected of them and allow them to plan their time accordingly from the get-go.

In a recruitment landscape that is changing and evolving at a rapid speed, it is easy to lose sight of the end goal – hiring and retaining quality staff. The above tips are just some approaches that can be implemented to help you achieve this and to help you attract the right people for your open roles accordingly. As mentioned above, as recruiters we are here to help. Please feel free to reach out to myself or one of my colleagues at the following contact details – we would be more than happy to discuss your hiring needs!

Joshua Hawthorne

[email protected]

+61 2 8251 2100

 

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