Does Your Recruitment Strategy Need A Boost?

Schedule My Consultation
Ed Krow

Ed Krow, Talent Transformation Expert

Attract & Retain Qualified Employees

Amanda Annis

Amanda Annis

Brand Strategist

Amanda aligns the employment brand with all company marketing so job seekers trust a company to invest their careers there.

Dr. Paul Newton

Dr. Paul Newton

Strategic Story Expert

Paul crafts employment brand stories aligned with vision, mission and culture to attract perfect talent for your team.

Kaitlyn Blosser

Kaitlyn Blosser

SEO Guru

Kaitlyn specializes in SEO, web development, and data diving.

Road Map To Success

Need help convincing your team? Download our road map to success PDF.

Our Methodology and Service Options

Our ultimate goal is to transform your business culture so that it’s Employment Brand and Marketing Brand pair up in the marketplace. This “matchup” leads to authenticity and a strong reputation as an Employer of Choice.

Our Process For Transforming Your Workplace

1. Recruitment Marketing

Apply marketing principles to the recruitment process. Find and attract better candidates by generating awareness of your brand with your industry and promoting your job ads effectively via channels you know will be most likely to reach potential candidates. Recruitment marketing also includes building informative and engaging careers pages for your company, as well as crafting attractive job descriptions that hit the mark with candidates in your sector and entice them to follow up with your organization.

2. Candidate experience

Not only do you want these candidates to become aware of your job opportunity, consider that opportunity, and ultimately throw their hat into the ring, but you also want them to be actively engaged.

3. Hiring Team Collaboration

Optimize your team effort by ensuring that communication channels remain open across all internal teams and the hiring objectives are the same for all parties involved.

4. Effective Candidate Evaluations

Interview and assess with fairness and objectivity to ensure you’re evaluating all qualified candidates in the same way. Set clear criteria for talent early in the recruitment process and be consistent with the questions you ask each candidate.

5. Onboarding and Support

Once you’ve successfully found and placed talent within your organization the recruitment process isn’t quite finished. An effective onboarding strategy and ongoing support can improve employee retention and reduce the costs of needing to hire again in the future.

6. Retention Assessment

Retention of productive employees is a major concern. It is more efficient to retain a quality employee than to recruit, train and orient a replacement employee of the same quality.  A focus on reducing turnover makes sense for three key reasons:

  • It is costly.
  • It affects the performance of your organization.
  • It may become increasingly difficult to manage as the availability of skilled employees continues to decrease.

7. Career Paths

Develop succession plans by working with the management team to identify high-potential employees, evaluate and hone their skills and abilities, and prepare them for advancement into positions which are key to the success of business operations and objectives.

Why A Successful Recruitment Process Is Important

Time Saving

Having a predetermined recruitment process ensures that less time is spent when determining the best candidate for the position. As such the time spared can then be refocused to other crucial tasks.

Saving Resources

This is in reference to both human capital and financial resources. A successful recruitment process will ensure that only the necessary and relevant people participate in the recruitment process therefore freeing up others to do their jobs. It also ensures that money is not wasted on ineffective means of attracting candidates, for instance in advertising for the position.

Consistency

The recruitment process also ensures that the hiring managers use a standard process when assessing each of the applicants. This reduces personal bias and preference, and it gives equal opportunity to each of the applicants.

Legal adherence

A laid out recruitment process will guide the recruiters to selecting the best candidate while following the law as well as the company’s corporate policy.

Credibility

An established recruitment process gives credence to the company by giving confidence to applicants that the position is genuine, and they will not fall prey to con artists in the market.

Transparency

Recruitment officers and managers can follow the process and can account for the outcome. Also, it ensures that information on the process is available to all stakeholders and that applicants are privy to feedback and requirements of each step of the process.

Recruitment metrics

With tangible outcomes, the recruitment process is one of the measurable aspects of the human resources department. Therefore, recruitment metrics obtained from its analysis can be used to measure the success of the department and recommendations given on how to improve it.

Schedule My Consultation

If you’re experiencing people problems let our team help. We have the expertise to guide your leadership team and create actionable steps to make a difference.