A successful recruitment process is always going to require real engagement from both sides.
We all like a moan about the current state of recruitment every now and again. In fact, we wrote a blog post on that very same topic not so long ago. Without a doubt, the world in which employers offer little to no detail about the job role, and recruiters offer little to nothing bar a barrage of CVs, is not an ideal state of affairs.
But – like everything – the process of hiring good people is a two way street. Proper, open engagement with the recruitment process, from all sides, is the only way to get proper results.
A fluid work culture
In 2018, a survey by Mercer revealed that a third of all employees were planning to quit their job within the forthcoming year. There is an unprecedented churn taking place in the economy, with turnovers of individuals happening rapidly and regularly.
Work culture has never been more fluid, and this poses its own problems. On average, replacing an employee costs a small or medium sized business £12,000. What this means, is that consistently compounding recruitment error after recruitment error is not a mistake that most can continue to make.
The SHRM/Globoforce Employee Recognition Survey makes it clear that employee experience is a crucial aspect of driving business performance. Retention, engagement and recruitment are intimately entwined. If you engage properly with the recruitment process, then engagement and retention will come. If you don’t, and you get the wrong person in the wrong role, it’s going to cost.
Communication
The solution is communication. Proper, detailed, communication and collaboration. Streamlining any operation depends on clarity and information. If you ask somebody to perform a task, and you don’t equip them with the information and tools needed to complete it, then you can’t complain when the task isn’t completed as you might like it to be.
Put it this way: if recruiters are not provided with enough detail about what it is that your organisation needs from a candidate, the environment the candidate will be entering, and what exactly the role requires, then berating them for failing to provide the ideal fit is a dead end.
Be proactive, and assertive, and clear. That is the only way to ensure that all parties are on the same page. A brief job description detailing a few key attributes is not enough. Too many companies wash their hands with the recruitment process, draft in recruitment agencies to do the job for them, provide those recruiters with no real substance about what – or who – they want, and then end up complaining when the job isn’t done as they imagined it would be.
A more active role
This is where PACC look to provide something different. By properly engaging with businesses, we seek to set up a dialogue through which we can understand your business culture and the attributes of your top performers. This creates a detailed picture of the environment into which new recruits will enter.
From this, we’re able to draw out the attributes required in a successful candidate and craft an interview process geared to select candidates based on business and role-specific criteria. This makes a proper fit much more likely. But it depends on a collaborative relationship between the two parties. It depends on a two way street.
Give us a call at PACC on 0161 883 1149 to see whether we can create the recruitment process for you.
