The Ultimate Guide to Building A Kick-Ass Recruitment Team

View this article in its original form at www.socialtalent.com by Stephen Clarke

Many companies now face due to many developments worldwide such as aging populations, political instability, and social & technological changes. This has brought an eagle-eyed focus on recruiters everywhere who are under increasing pressure to make kick-ass hires. The cost of a bad hire can cost up to fives times the person’s annual salary which can be even higher depending on the person’s tenure and seniority.

But how do you go about making sure this doesn’t happen? Developing an effective recruitment team is more important than ever so here is our ultimate guide to building a kick-ass one!

Integrate Recruitment with the Rest of the Business

Make sure your function and job role is viewed as a critical aspect of the business. Start building relationships with other departments and work on growing your presence. Set up meetings between your team and other business units and get a better understanding of the overall business, while at the same time showcasing how your team can help the company achieve its overarching goals.

Be Smart When Hiring First Employees

Often neglected by recruiters but this is a critical step when building your recruitment team which you must get right! The first hires you make will create the DNA of your team and also the company you are working at.

Put some time into developing a great job description that offers a good amount of detail. The more detailed you are, the clearer you will be when it comes to deciding on the best candidates. You should also ensure that you do structured interviews because potential recruiters will get asked the same questions for the same job and there is a pre-developed system for evaluating results which allows you to better determine which candidates are the best fit.

Provide an Awesome Onboarding Program and Effective Training

A little over 40% of all American workers quit within the first six months of starting a new job. This number is even higher for the business services industry, which clocks over a crazy 50%. Think about that – that’s over half of the candidates you hire leaving within 6 months and you looking bad in front of senior management – yikes! There are 2 things you can do to avoid this.

Onboarding: The first thing is to provide a great onboarding process for your new recruiters. Onboarding does not just mean having their computer set up on the first day but goes much more beyond this! On their first day, show them around the offices again, update them on company policies and provide a list of achievable tasks that they can start working on. Have regular check-ins, ask for feedback and have them shadow all departments in the company so they get a good understanding of the different cogs in the business!

Training: The second thing is providing good and tailored training for each recruiter. A great training program will give new staff the confidence to perform their role to make sure your new recruits take it seriously. Training should be centered on developing cross-functional relationships, identifying new business opportunities and making sure they understand the core values of the business.

Engaged Recruiters Will Achieve Their Goals

The same can be said for all company-wide teams but the knack of a recruitment team to achieve their objective depends upon the effectiveness of employee engagement strategies. It’s in your best interests to develop top employee engagement strategies.

– Encourage involvement in company-wide initiatives: If there are currently no opportunities for promotion, encouraging your team to get involved in the bigger picture will keep the job interesting.
– Develop a culture of innovation and creativity: This will provide new insights and a sense of accomplishment.
– Encourage open communication: Have a team meeting at least once a week to get an insight into what is important to your team. Let them express their ideas and address their concerns as much as you can.
– Provide educational opportunities: Work with individuals on their personal development plans and give them avenues to achieve their goals by giving them specific projects, recommending certifications and suggesting workshops/seminars.
– Share information: Keep recruiters informed about what is going on within the company and how their job contributes to the big picture. Be truthful in your communication.

 All of these things will help increase recruiter retention, making your team better placed to achieve objectives.

View this article in its original form at www.socialtalent.com by Stephen Clarke