Reaching out to the best talent has never been more challenging, especially for extremely heated sectors of the economy, such as IT. There are still researches to prove the lack professionals specialized in this area in the UK. A study commissioned by Cisco to IDC projects that this deficit should approach the 160 thousand until 2021.
And more: if this labor shortage is not stopped more quickly, it is estimated that it could lead to revenue losses of up to R$115 billion by 2021.
Sleep with such a scenario!
That’s exactly where good recruiting enters as one of the main strategies to leverage the company’s business. Like? That’s what we’ll see in this post! We will show the trajectory of HR towards an increasingly important role, leaving behind the stereotype of a mere personnel department, which “turns in the 30” to account for a budget in “poor cousin”, compared to the others.
Today, HR feels – deservedly – the taste of the victory of participating directly in important decision-making.
In this post we will also see the (high) costs behind bad hiring. And let’s say that we are not just referring to financial losses.
Are you curious?
There is a saying: the cost of a bad hire is usually higher than expected and higher than any company can afford to have.
What differentiates a bad recruit from a good one
Let’s start by trying to make this difference more evident. If we had to choose what distinguishes a bad and a good recruitment, planning would certainly top the list:
Does your company have a clear recruitment and selection policy?
Is there a very well-defined flow from opening to filling a vacancy?
elaborate a recruitment and selection policy it’s essential. And it can be a simple Word document. It’s not the best form, but the content that needs to be consistent. The idea of having this policy duly registered is to guarantee the continuity of the commitment and allow anyone who lays eyes on it to have no doubts about:
- the basic recruitment assumptions;
- the forms of recruitment used and their characteristics (internal and/or external);
- the entire process flow, step-by-step (the description and disclosure of the vacancy, the receipt and analysis of résumés, interviews, selection, hiring);
- the criteria used (points to be taken into account in relation to the technical profile and in relation to the cultural fit).
Here you will find a more complete checklist.
A good recruitment policy pays many dividends
- It gives transparency to the process;
- inhibits discriminatory decisions of a personal nature (because what counts is the rule);
- it gives consistency and credibility to recruitment;
- allows you to create a killer wave description.
Well, and before getting into the practical advantages of a good recruiting, the question remains: what makes a good recruiting a good recruiting?
In general terms, we can say that if most of the items below are part of your selection process, you are on the right path:
How to make a good recruit
Deal with human beings and not data-beings
HR is increasingly data-driven, and that’s great. But we are dealing with human beings and not with data-beings, therefore, it is logical that it is still important to be always aware of those subtleties that the resumes do not reveal. Remember that the technical part is learned, while behaviors are very difficult to change.
Check the references
Paper accepts everything. Check references. It’s free and avoids negative surprises in the future. Thus, HR takes the opportunity to check what were the main attributions of the then employee, his strengths, the aspects he needs to improve and the general context of the relationship.
Divide the responsibilities
Recruitment has to be done in four hands with the vacancy manager. And when HR has no affinity with this area, this is even more important. No carrying the world on your back.
Vacancy requirements, salaries, future expectations, flexibility or not of schedules. Put all the drops in the “is” during the process, without giving a chance to frustration or the fateful “but I didn’t know that”.
Having defined the characteristics that help build a quality process, it’s time to go a little further.
After reading the article, we recommend that you download this free eBook. In it you will discover effective strategies to make a good recruitment and selection! Answer the form and receive right now:
7 Main Advantages of a Good Recruitment
1. Decreases process costs
Hiring is not cheap. A bad hire can cost around 30% of the annual salary of that position, according to Forbes. This requires a lot from the team from the beginning to the end of the process, from job description, posting ads, selecting resumes, scheduling interviews… In some companies, this goes on for months. Hiring the wrong person makes you have to repeat this entire process. In this way, costs will be doubled and teams will be overwhelmed.
2. Protects productivity
time is money, saying that it never gets old. Imagine how much time you waste on each step of the task. Do some quick math with the cost/hour of each involved.
In addition, sluggish recruits make important HR issues take a back seat. These issues can be linked, for example, to culture and organizational climate. Therefore, a good process is one that uses the shorter time possible so that you can split well between all your appointments.
3. Brings more assertiveness
Having fewer resumes is much more strategic. Never use quantity as a metric. Amid a tsunami of resumes, it’s easy to miss the best talent. How much more objective, clear and concise is your job description, the narrower your funnel will be.
Investing time in job description makes all the difference in assertiveness of the process. we are talking about talents, which are like diamonds: hard to find, they are everyone’s dream and those who have them always want more!
4. Avoid a series of negative impacts
What is the cost of having someone contaminate the organizational climate you hold dear and strive to maintain? Not to mention the compromise of the project’s or the company’s reputation with its audiences. A bad hire is an evil surprise box.
5. Give the team a boost
Including the right person on the team makes people excited. These are new experiences and skills being included as pieces that fit together, challenging the team to open up to new possibilities and inspiring new ways of looking at problems. The wrong person, in turn, can vampirize energies, jeopardize unity and results.
6. Strengthens Employer Branding
It takes a lot of work for the company to be able to build an image capable of attracting and keeping professionals interested and motivated to work for it and also enter the list of companies most desired by candidates. Every good hire strengthens that image. Can you ride that dream team when the brand is built based on actions originated in such genuine beliefs, to the point that neither the internal nor the external public have the slightest doubt about its authenticity.
7. Makes you a talent retention machine
Talent retention is the biggest challenge for HR today. A Deloitte survey showed that this is a topic that takes the sleep of more than 50% of executives. Playing the bait and attracting the best is difficult, keeping them motivated, wearing the shirt and oblivious to the onslaught of the competition, even more so.
Good hires bring to the company people who share its values and are comfortable with its culture, powerful retention points that avoid those rehiring expenses we’ve already talked about.
Review your actions to get a good recruit
Hiring is much more difficult and complex than many people in neighboring departments realize. There are many steps, many details, and enormous pressure from managers for saving time and money. At the same time, the quality of hiring is fundamental to avoid a series of financial, reputation and organizational climate losses.
Fortunately, technology has proven to be a great partner for HR professionals, offering software that take charge from recruitment to admissions management.. These smart tools pull in the steps that can easily be solved by automation, allowing the HR team to use all their energy and expertise in what really matters: to act more and more strategically to leverage the company’s business.
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See you next time!