Ways to Hire & Onboard Remote Workers Recruiting remote workers has shifted to become a main focus for many businesses. Prior to the pandemic, many companies had little to no best practices in place for recruiting, hiring and onboarding remote workers and had to...
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Uh oh…it’s time to fill that open position. Time to start the whole hiring process again! We understand that sourcing qualified candidates can be a problem for companies of all sizes. But we also have a few tricks up our sleeves.
Check out our list of six tactics you can use in your recruiting process to source the best candidates for the job.
This is part five of our five-part series about effective recruiting in a candidate driven market.
By: Edna Nakamoto and Jessica Barrett
This week wraps up our five-part series on recruiting in a candidate driven market. We’ve covered strategic planning and determining need, and internal and external recruiting. In our previous installment, we looked at external assessment tools. As promised, today we’ll be talking about the final step in the recruiting process: Making the Final Selection.
Making the Final Selection
There is one key thing that that should happen even before the prescreening process begins, and that is for you to remember that you are the expert on market conditions. It is your job to educate your hiring managers on what is going on within the landscape of a candidate-driven marketplace. Don’t expect them to already be aware of that, especially those managers who rarely do any hiring. This will make the expectations going in to the interview process clear, and the process that much smoother. read more…
This is part three of our five-part series about effective recruiting in a candidate driven market.
By: Edna Nakamoto and Jessica Barrett
In part two of our five-part series on recruiting, we took a look at resources, strategies and processes. We’ve already briefly touched on the topic of internal screening, but today, we’re going to further unpack this important topic.
All too often, as soon as an employee gives notice that they are leaving, organizations quickly post the open role to fill the vacancy as soon as possible. It’s a natural reaction as losing someone means lost productivity, lost revenue, and a heavier workload for their colleagues. However, taking a step back and examining your current talent pool may prove to be the best first option.
With all the job boards available, it’s not always easy to decide where your time and money are best spent. So what is the best job board? The short answer – there really isn’t just one. Not for everyone, anyway. There are, however, better ones. The key is figuring out what makes sense for your business, and to spend your time and money in those places. Let’s begin by breaking things down…
Recruiting has changed. The advent of so many startups, a new generation of workers, social media and technology, have all changed the game. Not only has the way we go about crafting job descriptions and posting roles changed, but even the start of the recruiting phase now begins well before a position is actually open. With everything that is evolving within talent acquisition, what hasn’t changed is that better recruiting leads to lower turnover and a lower cost per hire.
Consequences of a Bad Hire – Beyond Turnover Cost
This recent study shows the average cost per hire to be at $4,000. But what is the turnover cost per hire if they’re bad hires? Turnover costs are estimated to be one-third of a new hire’s annual salary or more in order to replace them. However, the consequences of making a bad hire go beyond this. There are other costs as well, such as reduced morale among employees, disruption to a department, slower production, an increased workload, and depending on their position, the potential of lost sales or customers.
There are a whole host of factors that contribute to employee turnover; boredom, low pay, lack of recognition, limited advancement opportunities, dissatisfaction with management. However, one of the largest reasons for high turnover, 80% according to a statistic by The Harvard Business Review, is due to making a poor hiring decision in the first place.