7 Employee Recruitment strategies for an Organization

Author: Susan Fahey Desmond
Recruiting employees to an organization must be processed with deliberation. Make a good staffing plan forecasting your present and future staffing needs. A good staffing plan defines where you want to be in X number of years (usually one year out and five years out), analyzes your current workforce and conducts a gap analysis. The following are the seven employee recruiting strategies for an organization.
1. Recruitment Flowchart
Recruitment consists of three distinct processes: Sourcing, selection and hiring. Sourcing includes where and how you plan to look for candidates. Selection includes setting criteria for rating candidates, screening resumes, interviewing candidates, selecting final candidates, and choosing one to hire. Hiring includes everything from communicating your offer through the first 90 days to 12 months of employment.
2. Screening Employees
According to a survey, in big companies less than 5% of new hires leave within the first year. More than 75% of new hires participate in a formal on-boarding process. More than 16 hours is spent on orientation of new hires. A variety of metrics is used to measure quality of new hires. Feedback is solicited from new hires throughout each step of the hiring process.
3. Good Recruiting Plan
The goal of a good recruiting plan requires a partnership with management. A good recruiting plan has a three step process. Actions to take: Understand the job requirements. Determine minimum qualifications with managers. If applicable, review your affirmative action goals. Define your target candidate pool. Decide how you will post the position. Determine your advertising budget.
4. Selecting the Best Employees
Goal is to identify the best candidate and close the deal. In order to select the best candidate firstly you need to agree to an interview process with the manager, manage the interview process rightly, determine any pre-employment testing requirements, use professional references, background checks (be sure you know the EEOC’s guidance on use of convictions and the requirements of the Fair Credit Reporting Act), and finally select the best candidate.
5. Employment Offer
Goal is to make an employment offer that the candidate will accept. The best practices to make an offer are: make a verbal offer, draft a written offer letter, on boarding process.
6. Things to be Aware of
Know the job description and objectives for the particular position prior to the interview. Be able to effectively assess each applicant's qualifications. Avoid inappropriate language or humor during the interview. Focus on questions that elicit only job-related responses from the applicants. Be consistent with all candidates. Be familiar with applicable law, including permissible and impermissible inquires. Give information to each candidate regarding the position. Avoid making any promises.
7. Checking References
While checking references, an employer must only ask job-related questions. Do not ask anything about a third party that you could not permissibly ask the applicant directly. Follow up on neutral or ambiguous responses by the references. Compliance with the Fair Credit Reporting Act is required if using a third-party service.

Please submit the form

what would you like to do?