As noted in Part 1 of this article, the recruitment landscape has changed significantly over the last couple of years. Part 2 of this article explores additional possible solutions that HR leaders should have ‘on their radar’ to ease the pain of recruitment, increase the likelihood of securing top candidates, and elevate the candidate experience.
Engaged and/or Retainer Recruitment Models
Have you worked with a variety of search firms on a contingency basis with poor to moderate success? This is all too common. Working with more firms to cast the biggest net often works against you. For one, it isn’t often manageable to provide all partners with what they require in a timely fashion To succeed, a recruitment firm requires detailed insight and timely responses. Consider partnering with a search firm exclusively on an engaged or retainer-based model. Retainer-based models have been around for many years, and many are likely already familiar with the model. An engaged-model is a solution in between contingency and retainer where you make a minimal initial investment, reduce your fee, extend the guarantee period, and all parties are better positioned to succeed. Don’t keep doing what isn’t working for you and consider these alternatives to experience greater success.
Differentiate your organization with a Virtual Culture Platform
Are you hard-pressed to identify impactful differentiators for your organization? These challenging times call for creativity and open-mindedness. I urge organizations to explore the capabilities of a virtual culture platform. There are many additional benefits, and this is a strong way to differentiate your organization if you have employees working remotely. In short, it’s a customized digital platform that infuses your culture with your virtual workforce. It allows them to truly connect with their colleagues (formally and informally). As this is newer technology, not yet embraced by the masses, early adaptors can really benefit. It’s an impactful way to have highly sought-after candidates choose your organization over their many alternatives. Furthermore, the onboarding capabilities are superior and a great opportunity to ‘wow’ your new employees right out of the gate.
ATS and/or HRIS
If you have an HRIS in place, is it configured properly? If not, are all ‘hands on deck’ and is everyone just too busy to take the time to really grasp the business requirements and configure the system accordingly? An external consultant, with expertise in this area, can easily take on this work and improve your current state relatively quickly. Similarly, if an inappropriate HRIS is in place, or you’re without one at present, evaluate available possibilities. Understand that there’s a variety of options, at many different price points. If you are without an HRIS and you think you ‘can’t afford’ one, you should re-evaluate. There is likely an option with the functionality you’re looking for at a price point that fits your budget.
Summary
It’s more important than ever that HR leaders perform their due diligence and be aware of what can be done to ease the pain of recruitment for their team and acquire the talent their organization is seeking in today’s tough market. The road ahead varies greatly from what we’ve experienced in the past and the same tools and processes are not going to ‘cut it’ any longer. With a more manageable recruitment process, you can minimize the reactive work within your team, improve the candidate experience and devote resources to strategic pieces of HR to move to a more proactive state and a much stronger and successful organization.