Recruitment can be hard, ya'll.

WE KNOW YOU'RE NEEDING NEW PEOPLE TO HELP YOU MEET YOUR STRATEGIC OBJECTIVES. AND DANG, NEW GREAT PEOPLE ARE HARD TO FIND.?

?Are you finding the candidates you want and need for your job openings? Are your candidates not returning your calls after a first interview? Studies have shown that?42 days (about one-and-a-half months) is the average job vacancy length, yet top candidates are only on the job market for?10 days on average, and a staggering 50% of candidates are fielding multiple job offers.

?There are many stages to the recruitment process; here are a few of them:

Determining your strategy > Screening > Interviews > Reference Checks

We've got a ton of resources and guidance to offer in all areas of the journey. Let's dive into some tips and tricks, shall we?

Determining your strategy

If you need help in this area, you may want to consider outsourcing. We partner with two different companies when it comes to hiring strategy and recruitment. I've personally known these folks for years, and I'm happy to introduce them to you.?

?ProducifyX exists to provide solutions built around feeding the top of your recruiting funnel?with quality, pre-screened candidates, without replacing your existing recruiting operations, at a fraction of the cost of the traditional outside staffing experience. Think of their solutions as adding a recruiting supercharger to your internal high performing hiring engine, an instant boost of speed & horsepower.?

Eleve connects innovative teams with exceptional talent to create strong foundations for scalable growth. They focus on bringing the right people on at the right time, so you can focus on growing your business. As an Integrated Talent Partner, they take the time to understand your immediate needs, long-term goals, business models, and company culture – All the important differentiators that align your company with the right talented team members for you.

Screening

This step of the process can be easy or extremely complicated. It's easy when you:

Know exactly the role in which you are hiring for, know who the role reports to, what a competitive pay strategy is for the role, have a formal job description ready, and understand how this role will be measured to determine its success.

Personally, one of my favorite things to do for a client is to conduct a compensation data study. It's as nerdy as it sounds, but for us, it's super fun because we know the value it provides a client. We request you send us a spreadsheet with the following listed: employee name, date of hire, current rate of pay, current title. We love it if you send us pay change history on each employee as well (for added context), but it's not required.

From that data, we then give you back a range of pay taking tenure and title (and geographics, REV size, and a few other items) into consideration. We then give a range for every single role that includes the 10th percentile, 25th percentile, mean, 75th percentile and 90th percentile of pay. We help you determine, after reviewing your data, what your budget might be for upcoming review or raise cycles, how to plan better for the next year, how to level set pay across similar titles, your overall compensation strategy, and so much more.

If you know the items listed above, then screening is as simple as checking for minimum qualifications and making decisions on who progresses (remembering to decline those who don't).

Interviews

If you're still wanting to own this process internally, I get it. It makes perfect sense if you've got a strong Officer Manager or HR Pro in your organization, along with strong, qualified leaders (hiring managers). If you're just needing a boost in this area, we are here to help. We've got downloadable interview guides that are tiered (entry level employee, professional/individual contributor level, management, leadership, etc.). This is a solid way to greatly reduce bias in your process by having a systematic approach to your questions. We can ensure our questions are not only legal, they're also great for learning how a person will respond in certain situations that are relevant for their level in your organization.

You can download our templates on our website . You can also add in some coursework (online class) on this topic or schedule some 1:1 consultation time to chat hiring needs (or any other HR/Ops topic you want to address).

And of course, if you're wanting to outsource, reach out to us and we'll connect you with our friends at either Producifyx or Eleve Talent.

Reference Checking

So many companies don't check references. And gosh dang - YOU OUGHT TO.

Don't should on yourself though. I know this process takes time and doesn't produce a ton of fruit if all you're doing is calling a phone number and leaving a message. We are happy to handle this for you. We produce a report on each person with candid feedback that will help you make the best hiring decision that will impact retention, turnover, and employee satisfaction.

We'd love to dive deeper with you. Reach out if you want to talk through it. Happy [candidate] hunting!