The War for Talent is nothing new, and with the present labor market, the tightest it has been in over 50 years. Finding and retaining talent can be a struggle for companies of all sizes. There may have been a time in your business that you could easily hire and onboard team members. However, there comes the point in every company’s growth when hiring becomes more challenging. The organization grows and becomes more complex with multiple hiring managers who each have their owns needs and wants.
The good news is that, as with almost every area of business operations, recruiting and hiring can be very process-driven. Yes, it is a people function but defining and following a clear hiring process or framework is key to ensuring your company can scale and hire right!
When we engage with our clients, we develop a hiring framework specific to their needs. From the moment of recruiting engagement kickoff, we work to define the recruiting strategy, process, and necessary steps to ensure the client can easily follow a hiring framework that is both automated and streamlined.
Developing your “Framework to Hire”
Every company that is hiring needs, if they don’t already have, a Framework to Hire. The question is, how effective and streamlined is your hiring process? Are you sourcing a good candidate pool and hiring the right people? Do you find that by the time you extend the offer, your top candidate has already slipped away? Is your turnover high in the first 90 days? It may be time to up your recruiting game.
Over the years, we have developed countless recruiting strategies, enabling our clients to onboard thousands of new hires from seasonal/contract staff to interns, executives, and everything in between.
It’s a Framework to Hire that’s proven to work! Here are the primary steps to consider, define and execute. Don’t forget that we can help you every step of the way!
- Identification of need. This step may seem like common sense, but clients often come to us with the need to fill position XYZ but have no clear idea what this person will be doing in the role, what skills, knowledge, or ability they need to have, what the salary range could be, etc. We help our clients craft a clear job posting that outlines the position, responsibilities, and skills required.
- Cast your net. We approach the sourcing of candidates as a multi-pronged strategy. We believe that should you cast a wide net but clearly define what you are looking for. We include employment deal breakers in the job posting (as applicable by law) and the application to funnel out candidates that would not be eligible for hire. Be clear about required and relevant education, certifications, background check specifications, office hours, job location, etc.
- Screen, Interview, and Vet. This is where the magic happens! We design an automated and streamlined screening process so that your valuable time gets allocated towards interviewing quality candidates. While unique to each organization, it often follows a process like this and can be managed in your ATS:
4. Post-interview Negotiation. You have found your perfect candidate and are ready to move to offer. Now you need to negotiate and close them. This is the time to request references, review background check requirements, review compensation requirements, and any other items you need to cover before extending an offer.
5. Pre-close! This is our favorite part of the process. It sets the stage for onboarding. Here is your opportunity to have a quick call with your final candidate, ask any further questions you may have, and allow them to do the same. Next, let them know you are interested in moving toward an offer and outline the basics of what that may look like, repeating any pre-hire requirements and next steps. This allows the applicant to express their interest or bring up any areas they may need to negotiate before moving forward. The pre-close conversation makes it easy to get the required approvals needed to put a formal offer together. You likely know the candidate is ready to accept, so this quick conversation is a win/win for everyone.
6. First Day Welcome. The time between accepting the offer to the employee’s first day is just as important. You should continue to communicate with your new hire regularly, finalize the background check, confirm their start date, and makes sure your onboarding process is ready for their first day! Please don’t leave your new hire in the dark during this time. Communicate with them to confirm first-day specifics, including where and what time to report, I9 documents requirements, team information, etc.
This hiring process has proven time and time again to improve the quality of hire, overall candidate experience and reduce the costs and time to hire.
It’s time for your company to leverage this resource and begin recruiting effectively. When you need to hire, we can help!