Streamline Recruiting/Staffing (Control)

Ahhh yes, recruiting, so fun, yes, so much fun, about as much fun as running into a Ninja in a dark alley at midnight. You think you see something, but the person is gone or sneaks up behind you and cuts you down, dead in your tracks.

Why is recruiting so hard? But it’s not, right, if you hire the best Staffing Specialist or Sr. Recruiter, or our recent personal favorite, Chief Happiness Officer – yes that’s an actual job title. And of course, these overworked and underpaid professionals have the best access to top-notch online recruiting software such as Monster, Indeed, LinkedIn, Career Builder, Glassdoor, Simply Hired, Zip Recruiter, and the list goes on and on. And, as we all know, where do some of the best qualified candidates come from? That’s right, referrals, somebody that you, or someone you know already knows. So, how do we as business owners and managers make this process more efficient, simpler, and WAY less expensive? Here are just two simple and yet very effective questions to ask yourself before making a hire to increase your recruiting ROI:

  1. Why look outside when the answer is usually inside?

Provide regular and on-going training to your current workforce and create a culture of promotion from within, when applicable. Tenured staff know corporate clients, history and culture. Think about it, it’s usually the higher the position on the corporate ladder, the harder the hire. Hiring entry level personnel is usually way easier to fill than top tier executives and C suite candidates. Past performance, experience, and price always receive more scrutiny, the higher you go. By promoting the workforce from within, it becomes easier to fill positions because you are filling jobs more often at the entry level. If you are saying, “Yeah, but my employees aren’t qualified.” Well, why aren’t they? You hired them and they work for you. Are you giving them the tools, training, and more importantly, opportunities to grow within your organization? Promote from within, it’s a win-win.

  1. Are you hiring people or resumes?

How many times have you heard this? “That candidate was so awesome, so perfect for the job, so well rounded, would fit in with our corporate culture, the customer would love them, they are a real go-getter, and could hit the ground running…but…they don’t have the certification that we need. So, let them know we can’t move forward, whose next?”  Huh?! What?! So, you passed on the perfect candidate because they were missing a few letters behind their name. Well, that’s not very creative thinking, is it?! What about bringing the almost perfect candidate in to meet the customer to see if you can get a ‘pass’ on the cert? What about bringing the candidate on board and getting them the proper training or classes to receive the certification? This process might be quicker than continuing to troll job websites and call potential candidates. The person could have already been onboarded and received the necessary training by the time you find the ‘right’ candidate. And the list of possible ideas is endless. Remember, you are hiring people, not resumes. We all know, only half of the resume is true anyway. So, keep that in mind when you are interviewing for your next ‘perfect’ resume candidate.

For more tips and ideas on how to be a Recruiting Ninja, contact C5BDI today. There’s a lot more where that came from, and we’ll even spare you the throwing stars!


Share This