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Use your stars to reduce hiring cycle
Every year, thousands of students graduate and placement cells and recruitment agencies lure them. However, talent is not something easy to get today for organisations, despite the huge pool of available human resource. Studies reveal “the worldwide demand for labour will outstrip supply by 35 million jobs, draining $3.5 trillion in annual output from the global economy.” With the retirement of the baby boomers and the rise of corporates, recruitment has taken
a whole new turn. Companies today hold a candidate under a microscopic eye to ascertain if he fits the bill!
A candidate has to pass through different rounds of interviews. These include the telephonic interview round; the simulated interview round, technical round and of course, finally the personal interview. These sessions help filter candidates and find the one with the brightest spark. However, they also cost the company an arm and a leg! This is precisely why companies are looking towards reducing the time span of their HR hiring cycles. Here are some of the best and most inexpensive ways to reduce the HR hiring cycle in your company, while still retaining the best talent.
Insiders are important
Insiders are one of the most inexpensive yet dependable. Count your star employees in, on the HR hunt for talent. Entrust them with the responsibility to find talented potential employees for your company. This could be done through the common employee referral programmes, or they could even rope in their juniors and fellow students from institutions they have studied in, or colleagues they have worked with previously. This not only cuts off the time cycle spent on recruitment, but also helps your star employees revel in the fact that they are considered important and trusted in recruiting employees for their organisation.
Match the star of the match
The company must know what it takes for their star employees to click and make the splash they have been making. Understanding what star employees are made of and the reason behind their star status helps recruit individuals with similar qualities. Star employees could be used as a standard for employee recruitment; wherein their behavioural tendencies and career skills play an important role in creating the criteria for further recruitment. Matching the star is all it should take, for an interview candidate to get on board.
Flexibility attracts
Besides the retirement of baby boomers, another major cause of worry is the high rate of employee attrition that leaves employers thoroughly exhausted. Find ways and means to retain existing talent. This calls for flexibility within the organisation. For instance, if an employee is well trained and experienced, there is no reason why he shouldn’t perhaps work from home, if he finds it difficult to commute to work. Find out what makes employees look beyond the current job they hold and attempt to tackle these issues. More independence and challenges, better work environment and the feeling of being considered prized possessions, most certainly work at keeping back star talent.
These are some ways that can help reduce the time consumed by the HR hiring cycle that all organisations go through. When it is all about finding that appropriate candidate, why not select him as soon as he is spotted? When you find the best, why try the rest?
PREETI RAGHUNATH
faqs@cnkonline.com
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