Improving Company Brand - 8th of a Series
Check out Glassdoor? reviews and what’s being said about you on social media.
Look carefully at your website and the kind of communication you send out to staff. Look at rates of attrition and discover just what might be going wrong.
Review best practice and do everything possible to showcase your organization it its best light. It really is that important.
DEVELOP A MARKETING STRATEGY FOR EACH TYPE OF ROLE
Work out what titles gain the most traction, do the keyword research and ensure they appear in the meta description, title, and the material itself. Do not leave anything to chance.
IN ADDITION, DIVERSITY AND INCLUSION ARE AN IMPORTANT ASPECT OF THE WHOLE PROCESS
One size does not fit all.
Building a talent pool and also having a succession planning strategy will all help in your search for new hires. This is especially true the further up the ladder you climb.
Finally, time to hire is another consideration when assessing how your company has performed. It might mean that you understand where the recruitment process needs to transition to a quicker pace and maybe communication could be further developed to be more transparent and also the use of tech to remove the drudgery from mundane administrative tasks.
HOW TO MEASURE EFFICIENCY
If you are not serious about the measurement of your recruitment performance and results you achieve this is a serious omission. We all know the saying if it’s not measured it’s not managed.
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These days it is relatively easy and inexpensive to track a variety of data.
For example, do you know what your application completion rates are?
Do you know what the drop-off rates are currently?
How many offers have been declined for example?
Have you investigated which aspects of your recruitment process require updating?
What does a successful campaign actually look like?
Could you repeat it?
How can you eliminate bad hires and weak recruitment results?
Your reporting will transform the quality of the recruitment process. When you have access to accurate reporting you will be in possession of accurate information that can inform future strategies regarding hiring processes.
CAN YOU REDUCE THE COST OF RECRUITMENT?
Is the cost of your current recruitment drives yielding appropriate results? Are there ways of reducing spend without compromising on the process? You may consider going back to in-house recruitment. This might appear to be a quick win. However, what is the cost of not finding the right candidate and filling the vacancy and also making an unsuccessful hire? This needs to be factored into any calculations, Post Hire.