If you are a hiring manager or company owner, you probably aren’t eager to hear this, but recruiters have a few things they can teach you about your current and potential employees. You can, and should, tell recruiters about your policies, strategies, goals, and experiences with past employees. These factors are crucial to finding a good hire. But recruiters also possess valuable knowledge and experience because this is their specialty. Doing this job for years helps them discover trends and tips more quickly than when it is being done amid many other tasks. Let’s take a closer look. If you’re business needs help with hiring, check out the best online recruitment software. Using Recruiteze helps in so many ways. Keep reading to learn more.
Look for a Better Fit Rather Than a Quicker Hire
A long time-to-fill is scary. Recruiters get that. But hiring more rapidly does not solve the problem. Quick hires save money, initially, then cost big in the longer term.
Here is an excerpt from one of our previous posts about the cost of hiring that will prove this point:
“For employees making $30,000 a year or less, the cost of replacing them is 16% of their annual salary. For the next salary bracket, $50,000, it goes up to 19.7% and for $75,000 it becomes 20.4%. That’s a bit alarming. What is truly scary is the cost to clients who need more highly educated and specifically skilled workers with high salaries. High-turnovers for these positions can reach more than 200% of the employee’s annual salary. That is not a typo.”
It makes much more sense to invest a little more in one job advertisement to source and hire the right candidate once than to keep re-hiring for the same position because you rushed into a poor hire.
You may be saying, “I won’t make a bad hire,” but the odds aren’t in your favor. A CareerBuilder survey found that 75% of their respondents reported having hired the wrong person within the last year. Even recruiters can’t select the best candidate if they don’t take the time to do it wisely. Where do you think their good advice comes from? Learning the hard way and seeing what other recruiters do wrong. Don’t make the mistakes they’ve learned to avoid.
To prevent poor hires, your safest and most efficient tactic will be to implement targeted job advertisements and employer branding, or give your recruiter room to do it. This will make sourcing much quicker, as targeted job ads instantly weed out poor matches and attract much better talent to your company.
Hire for Potential Rather Than Experience
This attitude gains new traction among companies every day, and there is good reason for it: some skills can be learned and some can’t. When hiring managers, employers, and recruiters place too much importance on experience alone, they can end up with employees with poor attitudes, a lack of creativity, less experience than they promised, and little to no enthusiasm for their work.
If you hire for potential, for cultural match, emotional IQ, creativity, passion, and talent, you can easily train the employee in the skills they need to meet your expectations. Many skills can be learned and experience can be acquired on-the-job. These other skills are hard or impossible to build. Emotional intelligence is the only one of the skills I listed that can really “grow,” but unfortunately the less emotional intelligence the employee starts out with, the less the likely they are to realize they need to grow.
In a prior post about the length of time it takes to decide on a candidate, we said:
“Rethink your expectations. Maybe you’re stuck back in the days of finding an ideal candidate who already has the experience, skill set you need, and is in the optimum pay bracket. Maybe you know better, but the hiring manager or client you’re working with doesn’t. Either way, get ready to feel some relief because more and more companies and recruiters today realize the importance of finding the candidates with emotional intelligence, soft skills, who fit with corporate culture more so than hard skills alone. You can take an enthusiastic candidate with the right mindset and slightly less experience and go much farther than you can with a candidate with the right experience but a poor attitude. Think of the interview as more of a test of the candidate’s talent, drive, and personality. As long as you can provide proof to back up your decision, you’re good.”
Listen to Candidates
Hiring is much like selling. You can’t advertise a product or service correctly without understanding what your customers want and need, how they live, and how they think. The same is true with advertising a job. You could run off great candidates at many stages, starting from the job advertisement and reaching to the onboarding process.
Recruiters have discovered that job candidates do not feel listened to. Learn from them what any hiring professional needs to know:
- Candidates want you to get to know their skills, preferences, and needs.
- They want feedback if they aren’t hired so they can improve, and better plan their careers.
- Money is much less important of a selling point than we think, particularly with millennials.
- Asking for salary requirements too soon could run some candidates off as they haven’t had time to feel you out to give a good estimate.
- Be considerate of their time and career growth, and don’t ask them to invest in your company without being sure you are also willing to invest in them.
You can read more in our post, What Job Candidates Wish Recruiters Knew.
Listen to Current Employees
High turnover leads to poor performance, poor service, and big costs for a company. Employees are the ones leaving their positions so it makes sense that if you want to improve any of those three factors mentioned in the first sentence, you’d listen to what they have to say. Sounds simple, but most managers and owners don’t do it naturally.
Oxford Economics proved that managers are woefully ignorant of their employees’ feelings and plights. They surveyed more than 600 executives and 600 employees in 2015 and discovered an alarming disconnect that impacts employee satisfaction and performance.
53% of employees reported ambient noise reducing satisfaction and productivity.
Only 35% of executives agreed.
63% of executives claimed their employees had the tools needed to filter out distractions in the workplace.
Only 41% of employees agreed.
52% of employees said work/life balance was very important to them.
Only 34% of executives agreed.
39% of employees said they were frustrated with the technology at their workplace.
Only 29% of executives agreed.
This discrepancy leaves a lot of room for employees to suffer decreased performance that is not their fault, poor motivation, and the belief that their employers don’t care about their needs when in reality they don’t see the needs.
It is important to actively listen to your employees to address these issues before they impact employee engagement, performance, and your business as a whole.
In a previous post titled, 5 Ways to Measure Employee Happiness, we gave some great tips:
- Managers and company owners should open up to employees on a regular basis. Along with this, make it clear that your “door is always open.”
- When you talk to your employees in a one-on-one environment, it’s easier to get an idea of how they feel.
- Forming a focus group goes a long way in giving you an inside look at the way the company operates when you are out of sight.
- Meet with your group on a regular basis to discuss employee morale, kick around ideas, and make suggestions on ways to improve.
- Conduct surveys to encourage some employees to be more honest than they might feel free to be in one-on-one conversations.
- Conduct exit interviews.
Hiring managers and owners do their own things and have their own perspectives, and this is fine. But recruiters also do their own thing and have their own perspectives and experiences that can be helpful to hiring managers and owners. As pointed out above, recruiting is their expertise, they have networking and sourcing skills that are valuable, and they aren’t as likely to be biased by concepts that are holding back the current work environment. That is part of the beauty of hiring someone from the outside. It isn’t just about saving time by outsourcing but also receiving expert outside ideas. Don’t waste it.
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