Talent acquisition teams are spread thin these days as we’re asked to do more without additional resources. LinkedIn’s 2017 Global Recruiting Trends report indicates organizations plan to increase their hiring while budgets and the size of TA teams remain unchanged. With the expectations of today’s modern candidate for a fast, responsive and personal hiring process, we need to get creative. One solution is to make recruitment everybody’s responsibility within your organization.
Build a Recruitment Culture
Employees outside your TA department can make valuable contributions to the hiring function if they understand how to be proactive, and are motivated to do so. Here are just a few suggestions for building that recruitment culture:
- Encourage employee referrals. In many companies, employee referrals are a top source of quality candidates. Leverage your employee network to its fullest value by making sure all employees are aware not only of open positions, but also what your ideal candidate looks like for each position. The clearer your current employees are about what it takes to be successful in those open positions, the better the referrals they can make. And, consider cash bonuses as a motivator. In recent research, $500 was the most common amount for these types of rewards.
- Make sure interviewers are correctly prepared. Modern candidates expect interviews to be a two-way evaluation process. As a result, anyone who is part of the interview process really is responsible for sales, too. Coach interviewers on their role in “selling” the open position and your employment experience. They should plan time for candidates’ questions, and be transparent and authentic in their answers. Also, help teams of hiring decision-makers understand the importance of being organized so they can contribute to a faster process. Avoid drawing the process out, and making the mistake of asking candidates to participate in too many interviews.
- Involve senior leaders. Securing your management team members’ participation advances hiring and also sets a positive example for the rest of the organization. Encourage them to comb their networks and be on the lookout for great talent, especially for high-level roles. When those positions are open, ask senior leaders to join interviews, even for a short time, to make a positive impression on candidates. A purpose-built video interviewing platform facilitates those drop-ins. And, ask them to hold hiring managers accountable for their hiring decisions.
Last, view your careers site as an information hub. You can’t underestimate the value of a strong job posting, one that goes beyond job duties and responsibilities to explain how the role is important within the organization. An information-rich site will help candidates self-select in/out of applying. It also can serve as a central, consistent source of information for current employees as they think about making referrals.
Enterprise-wide engagement in recruitment is a competitive advantage that continues to grow as increasing numbers of employees participate. If you’re not able to implement all of these suggestions at once, start with one or two and get some momentum going. As word spreads, you’ll build grassroots support that can lead to great hiring results.