To Recruit or Not: Making the Right Choice!

THERE ARE 2 "FIRST DECISIONS" HERE-

FIRST- SHOULD I RECRUIT?

What do you mean? I have options? YES! Let's explore this:

A Human Resources Best Practice you should consider BEFORE adding to your staff are JOB DESIGN considerations:

(Here are a couple of examples)

• JOB ENRICHMENT- a strategy used to motivate employees by giving them increased responsibility and variety in their jobs.

OR

• JOB ENLARGEMENT- increasing the scope of a job through extending the range of its job duties and responsibilities generally within the same level and periphery.

The difference between job enrichment & enlargement is minor but the impact on your employee morale could be MAJOR!

Work with your Human Resources Business Partner to review the following questions:

1. Are there tasks within my current employee's responsibilities that are no longer relevant or useful or that could be moved to another department?
2. Are there employees that can absorb the work required where we are considering an increase in staff?
3. Or, are there employees who would like these new responsibilities to be added to their workload where "lower level" responsibilities may be re-grouped (creating new "levels" of opportunity within your department)?

This Job Design exercise can be covered in a brief meeting and if implemented correctly as a regular part of your headcount approval workflow can add cost-savings, increased employee engagement/satisfaction, and improved productivity as a result of this increase!

If the results of your Job Design review prove there's no room for internal job re-design THEN...

NEXT, CHOOSE YOUR RECRUITING OPTION:

• Internal, 3rd party assistance, job posting, contract recruiting, job augmentation/outsourcing
• There are truly SO MANY choices in the recruiting discipline today

So, where should I start? How long should I try a recruiting tactic before moving on to Plan B? How much should this cost?

These are ALL great questions. Many of them may already be dictated by your company policies. If you have an in-house recruiter start there or consult with your HR Business Partner on the best option.

IF YOU DO NOT HAVE EITHER AN INTERNAL RECRUITER OR HR BUSINESS PARTNER to help you (or, if these sources are not producing for you & you have the option to obtain assistance)

• RECOMMENDED: Explore a "recruiting alternative" other than a search firm charging 20% of 1st year's salary.
• Recruitment Process Outsourcing entities or Staffing Firms that both offer cheaper alternative options to get you direct hire or "trial" contract-to-hire employees

(check out my ChatGPT-enabled guide above for Recruitment Process Outsourcing firms, or the American Staffing Association for reputable staffing firms.

THE TIME TO GET STRATEGIC & "BEST-RETURN-ON-YOUR-INVESTMENT-MINDED" WITH YOUR TALENT STRATEGY IS NOW!

There's SO MUCH more to discuss at is related to DECISION SCIENCE IN JOB DESIGN & RECRUITMENT SELECTION OPTIONS...STAY TUNED FOR MORE FROM ME!

How many of you have some work to do here?

Ideas & articles from Freddy Mayhall are published & stored @ Employment Process Group