Recruiting the top talent in your industry is only half of the equation. In the event you require to save yourself the time & expense of having to duplicate your efforts in six months, there's steps you need to take now in the beginning of the method. Return to Step, assessing your needs. That is where you ought to have begun before you ever placed an commercial or posted on a job board. Do you know exactly what you need for a brand spanking new worker? replacing somebody who left or filling the same elderly positions might not be the solution. The business world is changing. You need to change along with it.
The leading applicant tracking systems used by recruiters & human resource departments let you tag your prospects to reflect the skills & experience they bring to the table. In the event you have a position in your company that has seen a history of high turnover through the years, possibly it is the position that needs to change before you hire the new person. Generate an correct job description & match it to the candidates in your database. The other skills they have might tell you what to add or subtract from the duties of the job you are hiring for.
There's also instances where a recruitment drive could bring you qualified candidates for other jobs, so you'll be wanting to keep correct records when these folks apply. Use your job recruitment program to log them in & make notes about which jobs you think they'd be best for. When positions become open, the recruitment tracking method ought to be the first place you check for prospects. Those who have been in for an interview before & get called back often become your most loyal employees. The additional work makes them feel that you went the additional mile for them.
Worker retention is another matter entirely. How lots of people have left that department you are hiring for historically six months? year? years? The turnover rate over time can tell you a lot about where to place somebody & whether or not you need to make other changes before you hire them. If everyone you send to that part of the company is washing out in months, the issue is the department or the job itself, not the workers who are leaving. In the event you figure out what is wrong & fix it before you hire somebody new your retention rate will be much higher.
Don't change the job to suit the individual; find the right individual to fit the job. That piece of simple advice will raise your retention rate. Far lots of companies try to fit a square peg in a round hole when it comes to recruiting. Don't fall in to that trap. The right person is out there, in this economy where unemployment has been so high historically few years. Know what you require & don't cease the recruiting until you find it.
The leading applicant tracking systems used by recruiters & human resource departments let you tag your prospects to reflect the skills & experience they bring to the table. In the event you have a position in your company that has seen a history of high turnover through the years, possibly it is the position that needs to change before you hire the new person. Generate an correct job description & match it to the candidates in your database. The other skills they have might tell you what to add or subtract from the duties of the job you are hiring for.
There's also instances where a recruitment drive could bring you qualified candidates for other jobs, so you'll be wanting to keep correct records when these folks apply. Use your job recruitment program to log them in & make notes about which jobs you think they'd be best for. When positions become open, the recruitment tracking method ought to be the first place you check for prospects. Those who have been in for an interview before & get called back often become your most loyal employees. The additional work makes them feel that you went the additional mile for them.
Worker retention is another matter entirely. How lots of people have left that department you are hiring for historically six months? year? years? The turnover rate over time can tell you a lot about where to place somebody & whether or not you need to make other changes before you hire them. If everyone you send to that part of the company is washing out in months, the issue is the department or the job itself, not the workers who are leaving. In the event you figure out what is wrong & fix it before you hire somebody new your retention rate will be much higher.
Don't change the job to suit the individual; find the right individual to fit the job. That piece of simple advice will raise your retention rate. Far lots of companies try to fit a square peg in a round hole when it comes to recruiting. Don't fall in to that trap. The right person is out there, in this economy where unemployment has been so high historically few years. Know what you require & don't cease the recruiting until you find it.
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