A good recruitment process allows businesses to find qualified candidates quickly and efficiently. If you’re here, it’s likely because your current processes are not working and something needs to change.
Meet Ed Krow’s team of experts. Together, they work with clients like you who recognize the need for a strong recruitment brand because they’re struggling to find (and hold on to) top-tier talent. Ed’s process requires you to engage with intentional planning and constant evaluation.
So what end result can you expect?
A streamlined recruitment process where each staff member has the tools and resources they need to complete their step in the process of attracting and retaining top talent.
Are you ready to grow your team? Chat With Ed.
Kelsey expertly aligns your story with your employment brand and marketing initiatives so candidates build trust and desire to invest their time, effort and abilities in your company long-term.
Paul deftly crafts employment brand stories that align with your company’s vision, mission and culture to attract the perfect talent for your team.
If you’re seeking proven strategies and tactics to move your business forward, this roadmap will effortlessly guide your team and have them convinced in no time.
Ed’s ultimate goal is to transform your business culture so your employment brand and marketing brand align in the marketplace. This “match-up” creates consistency, demonstrates authenticity, and builds a strong reputation, turning your company into an employer of choice.
First, you’ll need to apply marketing principles to your recruitment process. To find and attract better candidates, you need to generate brand awareness within your industry and promote your job ads effectively through channels that are most likely to reach potential candidates.
Recruitment marketing also includes building informative and engaging careers pages for your company. Well-crafted, attractive job descriptions that hit the mark with candidates in your sector will entice them to follow up with your organization.
Once these candidates become aware of your job opportunity, you want them to seriously consider it and ultimately throw their hat into the ring — but you also want them to be actively engaged in the process and your company.
One of the best ways to optimize your team effort is by ensuring that communication channels remain open across all internal teams. It’s important that the hiring objectives are the same for all parties involved in the recruitment process.
Once you find talent you’re interested in speaking with, your hiring team must interview and assess with both fairness and objectivity. Set clear criteria early in the recruitment process and be consistent with the questions you ask to ensure you’re evaluating all qualified candidates the same way.
Now that you’ve successfully found and placed talent within your organization, the recruitment process still isn’t quite finished. An effective onboarding strategy paired with ongoing support can improve employee retention and reduce the costs of needing to hire again in the future.
Retention of productive employees is a major concern, and one Ed deals with quite often. It is more efficient to retain a quality employee than to recruit, train and orient a replacement employee of the same quality.
Focusing on reducing turnover makes sense for three key reasons:
After you’ve attracted and retained top-tier talent, you’ll want to develop succession plans. By working with our team, you can identify high-potential employees, evaluate and hone both their skills and abilities, and prepare them for advancement into key positions pivotal to the success of business operations and objectives.
Having a predetermined recruitment process ensures that less time is spent when determining the best candidate for the position. The time spared can then be refocused on other crucial, business-building tasks.
This refers to both human capital and financial resources. A successful recruitment process ensures that only the necessary and relevant people participate in the process, therefore freeing up others to do their jobs. It also ensures that money is not wasted on ineffective means of attracting candidates, such as non-targeted advertising for the position.
A strong recruitment process ensures hiring managers use a standard process when assessing each applicant. This system reduces personal bias and preference, and it gives equal opportunity to each candidate.
An established recruitment process gives credence to the company by allowing the candidate to feel confident that the position is genuine, and that they will not fall prey to con artists in the market or industry.
Recruitment officers and managers can follow the same process and account for the outcome. Also, a set process ensures that information is available to all stakeholders and that applicants are privy to both feedback and requirements for each step of the process.
With tangible outcomes, the recruitment process is a measurable aspect of the human resources department. Therefore, recruitment metrics gained from the analysis can be used to measure the department’s success and produce recommendations on how to improve it.
If you’re experiencing people problems, let Ed Krow’s team help. They have the expertise to guide your leadership team and create actionable steps to make a difference — starting today.