For the past few years, we’ve been dealing with a skill shortage. And this isn’t just a problem in one business; it’s a problem that affects every field and organisation.
There are a number of consequences, the most significant of which is a financial loss of $302 billion as a result of the skill gap. According to IDC, this already frightening figure will rise to $775 billion by 2022. With the small pool of candidates recruitment companies have, the true challenge is identifying the perfect applicant for your needs. And the best way to deal with this is to alter your recruitment approach. Regardless of the sort of business you work for, you must have a systematic action plan in place to recruit, engage, and onboard the best people effectively and quickly.
The goal of a recruitment company isn’t only to fill job openings; it’s also to prevent making terrible hiring decisions that may cost organisations money in a variety of ways. However, taking proactive steps and building a future-proof plan that takes into account unknowns will save you time and money in the long run.
- Create and manage your company’s image.
Recruitment companies have always seen employer branding as a valuable asset since it allows you to stand out.
Employer branding entails communicating the company’s vision, mission, culture, and values. It can assist you to answer questions like “why would candidates want to work for your organisation?” “What do your existing workers think of your business?” and “would they promote the organisation as a wonderful place to work?”
To project a positive picture of your company, keep an eye on your website pages, social media platforms, and job postings to ensure they are all in line with your employer branding plan. Treating candidates like employees even before you hire them is the greatest approach to retain your employer brand.
Furthermore, having a strong recruitment company will assist you in reducing the amount of work you have. Candidates can self-select out if they don’t think they fit your company’s brand.
- Determine your recruitment requirements and plan ahead of time
Predicting recruiting requirements and the capabilities your existing personnel lacks is the first and most important step in developing a recruitment profile. You may simply determine your hiring needs by studying a few elements that impact the company’s growth, such as attrition rate, employee turnover, and projected promotions.
Next, you must determine how much labour your internal teams will require and how much time you will need to fill those projected employment vacancies in order to organise your recruiting strategy. Not only will your strategy be ready ahead of time using this technique, but you will also have a greater understanding of how to locate, appraise, and employ talent.
You may create a year-long recruitment plan by doing internal research. You may also build a recruitment plan for each quarter or hire a recruitment company in India like GlobalHunt. However, in all cases, be sure you know how many personnel each department will require and when you must begin employing them.
- Use the correct recruitment tools to put the strategy into action
Once you have an annual or quarterly recruiting plan in place, the next step is to locate appropriate recruitment assessment tools to put your strategy into action. A few recruitment companies tools, such as online job portals, applicant tracking systems, pre-employment testing and screening tools, video interviewing tools, and so on, can help you make your recruiting process go smoothly.
Recruitment companies are responsible for decreasing time-to-hire and cost-per-hire by automating monotonous operations and streamlining your recruitment process.
- For each role, write an effective job description
You may start establishing the prerequisites for each job opportunity after you have a clear picture of the jobs you’ll be filling. What are the qualities and skills that you are looking for in job candidates? What will their everyday obligations and long-term objectives be?
You should meet with recruiting companies and go over this stage jointly to make sure everyone is on the same page and reduce the time it takes to hire. This will assist you in gaining a complete grasp of each function and the requirements for filling it efficiently.
- Establish a budget for recruitment
With the year 2021 closed, it’s time to start planning a budget for 2022, based in part on what you’ve learned this year. Planning a proper recruitment budget entails numerous precise processes that, if rushed, may be completely overlooked. Given this, it’s vital to get started early by conducting research and considering how you can utilise your efforts to reduce cost-per-hire, improve retention, and employ the top prospects to boost a company’s bottom line.
Creating a recruitment budget is a significant undertaking, but it’s one that each well-organized recruitment company or talent acquisition expert must do.