Recruiting is a Science

Recruiting top talent in your industry is one thing. But the true value for you is whether the talent sticks around. Employee retention is a huge issue, especially in the current job market. Something you need to start doing right now as you choose a recruiting partner is to insist on shared accountability when it comes to employee retention. This would have been unheard of 20 years ago, but it’s no longer a far-fetched idea, thanks to science.

At recruitAbility, we use powerful data and analytics to find talent that is not only able to be recruited but retained, too. We do this because we know that employee retention is your ultimate goal. And we’re able to do this because of the increased technology and data available to us. 

Surveys, benchmarks and other data points can help determine what works and what doesn’t when it comes to retaining talent at your organization. For our clients, we study not only what works and doesn’t work for them, but we’re able to compare that data with other companies to further identify best practices. Things like culture fit that were once abstract ideas are now quantitative. And recruiting on a reactive or “just in time” basis can now be done more proactively.

How can this translate into finding a more accountable recruiting partner?

Traditionally, recruiting firms charge about 20 to 30 percent of a new recruit’s first-year salary when the employee is hired. That fee is usually due within 30 days from the time the employee starts.  What happens after that is solely in the hands of the employer. 

But you no longer need to let your recruiting firm off the hook at this point. After all, one-third of new hires quit their jobs after only six months. 

We made a bold decision to create a payment model that spreads payments out for up to one year after a recruit is hired. This allows us to share accountability throughout the recruitment, onboarding and engagement process with a focus on retaining the placed employee. It can be done, and it can be done successfully. 

It’s time to stop using recruiting partners simply to find candidates. Look for recruiting firms that understand how to source and engage job candidates better than anyone else and demand shared accountability when it comes retaining the talent they find. Once you engage an outside recruiter, you’ve got too much at stake to settle for yesterday’s tactics. Find a partner who understands the art and science of recruiting in today’s job market.