Recruitment takes time, especially if you want staffing solutions done right. This means going through highly involved, intricate processes to ensure you’re both attracting and tracking down the highest performing candidates who are the right fit for your company’s open positions.
Here’s what the laborious recruitment process looks like when you take it on yourself:
1. Recruiting
To effectively get the word out to the most appropriate, highest qualified job seekers, it’s important to cast a wide net. This means you must be strategic and targeted enough to get on the radar of both actively searching and passive job candidates. Can you handle the following recruitment tactics?
- Print Advertising
Put your graphic design hat on to build an appealing ad that grabs the right attention.
- Job Fairs
Spend time off-site, because that perfect candidate is somewhere out there, and job fairs are one of the many magnets worth exploring.
- Online Job Postings
These aren’t as simple to carry out as you may think – there are significant password barriers, special formats and parameters to deal with – but they’re crucial in attracting the digitally savvy candidates who make up a significant portion of the job-seeking pool today.
- Social And Professional Networking
Candidates aren’t always going to come to you, so you need to get serious about attracting those passive candidates. But if you don’t have access to an extensive network of qualified job seekers or the time to fully delve into such networking, this is going to limit your recruitment success.
2. Candidate Processing
This is the tedious process of culling out the high-performing few from the lesser-qualified candidate pool.
- Sifting And Sorting
Stacks of applications and/or resumes are time-consuming and often mind numbing to sift through. It’s challenging to determine who to move forward with in the process, all the while ensuring not to inadvertently bypass that “golden candidate.”
- Reading Between The Lines
Often, respondents to job postings/ads are more optimistic than realistic in representing their qualifications. Some candidates look great on paper, but it’s a different story when you meet them in person. And then there’s the opposite issue: Some resumes just don’t do justice to candidates’ true potential. Can you read between the lines?
- Big-Time Burdens On HR
There’s significant administrative burden associated with applicant tracking systems and compliant record keeping. And it goes without saying that the infinitely faceted job of the HR manager is already taxing as it is!
- Scheduling Acrobatics
There’s quite a bit of “calendar juggling” involved in scheduling candidate interviews with the appropriate stakeholders. Phone tag and email lag often cripple the process, threaten deadlines and stall recruitment success.
- Interviews That Make A Difference
Quality interviews take time to carry out and involve extracting the subtleties that separate the best, highest-performing candidates from the merely “passable” ones. Since we assume you’re after the high-performance type, you have to be willing to invest serious time in that interview process.
3. So You Think You’ve Found The Right Person, But …
That’s unfortunately not the end of the story. There are significant “additional steps” you have to take to ensure your candidate truly is the right person for the job and the right fit for your company.
- Checking References
Reference checking is renowned for its time-consuming inefficiency. You deal with outdated contact names and numbers, auto-attendant mazes to navigate, and requests to fax – all with minimal chances for a live-person response. More often than not, you put a whole lot of time into checking references … only to glean minimal information for your maximum efforts.
- Checking Backgrounds
This is a whole ordeal in itself. Along with running extensive background checks, additional challenges present themselves, such as tracking pending results, interpreting confusing reports, and navigating a compliance minefield, complete with adverse action letters and individualized assessments.
There is good news, though: You don’t have to take on recruitment alone. Your Lancaster placement agency takes all the aforementioned burdens off of your shoulders with comprehensive HR outsourcing, strategic staffing solutions and sustainable workforce management. Open the door to the following advantages of outsourcing your recruitment process:
- A proven staffing solutions process that guarantees the right people who are the perfect fit for your company
- Clear and concise communication to keep you up to date on the progress of recruitment and search
- An already vibrant network of active job seekers with specified skills that meet a range of industry specifications
Don’t take on the daunting and often unrewarding recruitment process alone. By working with a highly respected Lancaster placement agency, you’re guaranteed to have proven teams and processes in place to help you land the perfect candidate, every time.
Click the button below to learn more about outsourcing that burdensome recruitment process to a professional staffing agency – an agency that’s committed to your company’s long-term success and sustainable employee management.