They’re calling it the Great Resignation, but when you’re an employer, there’s nothing great about it. In the U.S, the U.K. and elsewhere, businesses are losing staff in record numbers. Some employees are leaving to pursue new career adventures, driven by the pandemic to shake up their lives. Others have perhaps been considering a move
Acquiring suitable talent is a challenge for businesses of all sizes. If it’s not a core responsibility, hiring can be considered a burden to hiring managers who are juggling their day jobs alongside filtering through applications, conducting interviews and making hiring decisions.
Collaborating with other members of staff – both senior and junior – throughout the hiring process can play a highly beneficial role in easing the burden off one individual. Having input from colleagues at all levels can also help to ensure that the new employee is filling perceived skills and/or cultural gaps within the business.
In addition to colleague collaboration, collaborative recruitment methods can also help to secure the best talent from your search. Using a single traditional method of recruitment, on the other hand, could possibly take much longer and may not produce exceptional candidates.
So, when you’re next looking to recruit, be collaborative and you could benefit in the following ways:
1. Motivate your team
You can help to motivate the wider team if they have a say in the future direction of the company. If hiring decisions are made in a collaborative way, this can also help a forge a collaborative working culture in the business operations and, as a result, improve productivity within the organisation. Candidates are likely to want to join companies where they feel like they could be a part of this kind of working culture. In addition, by including diverse opinions in the hiring process, you will have the best chance of reducing hiring errors and unconscious bias from hiring managers.
2. An informed decision on both sides
Your team is your company. An interview is not just for your organisation to decide if the individual is right; it can also help the candidate decide if they will fit in well with the team dynamic. New recruits will get a better idea of the culture of the organisation and get to know more about the company from employees’ perspectives if they are present during interviews.
3. Get social
Tap into your existing team’s network by creating an employee referral channel. By making job postings sharable on social media, you are likely to reach potential candidates with similar backgrounds to the people you currently employ, thereby easing the process of expanding your team. Having an employee personally share a job posting will also act as a personal endorsement of your brand, which is one of the best forms of marketing. Incentivising your referral scheme could work wonders to encourage current employees to participate!
4. Set them to work
Rather than asking traditional interview questions to decipher whether or not a candidate is right for your business, set them a task to get a clearer idea of how they work. An interview will give you an idea of personality fit and experience, but setting an actual task such as creating a PowerPoint presentation will give you an idea of the approach and care they take with their individual tasks.
We can help you to find the very best candidates for both temporary and permanent positions – click here to get in touch with one of our consultants.