Monthly Archives

December 2019

Dec 30
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Understanding and Managing the Recruitment Process

Understanding and Managing the Recruitment Process

By | Blog, Recruiting | No Comments

“During the last decade of economic expansion, organizations have focused on finding the right talent to drive business growth.” Deloitte

Every company must develop a recruitment process that will support its growth strategy since having the right people onboard can very well determine whether a company succeeds and thrives, or will lose to its competitors. It must establish recruitment objectives, develop a hiring strategy, carry out recruitment activities, measure results and evaluate the effectiveness of it all.

“Employers who excelled in recruiting experienced 3.5 times more revenue growth and twice the profit margin of other employers.”

Finding professionals with the right skillset can be a challenging assignment. Managers must decide on what kind of candidates they want to attract, on what recruitment message to communicate and how to reach people. When done poorly, an organization’s talent acquisition efforts will result in job applicants who are unfit, need different traits or might be likely to quit within months of having been hired for a job. An ineffective recruitment process will miss highly qualified candidates altogether since these are professionals who excel at their current jobs and aren’t currently looking for a career change.

Recruiters have a critical job beyond assessing candidates. They have the responsibility to align their company’s vision and culture with the hiring process, and then making them clear to all candidates that they get in touch with.

Define what “best” looks like

When developing a recruitment strategy, recruiters should focus on identifying the best candidates for each opening. Therefore starting a search by clearly defining what “best” looks like for the organization is essential to the quality of the process: values, skills, experience, and potential. We recommend our clients to look at the best performing employees to date that have remained employed for at least 18 months. Observing what caused them to be successful can then be correlated back into the recruiting process, and have candidates vetted against those traits that are critical to success.

“The Average Cost-per-Hire for Companies Is $4,129, while the average time it takes to fill a given position is 42 days.” (SHRM)

While the process is important, measuring its success is even more significant. Starting from basic analytics such as time to fill a position, cost per hire or percentage of offers accepted, to complex subprocess indicators, there are numbers that can help you identify areas of improvement.

Reach out to us to learn more.

Dec 17
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recruiting with SourceMatch

Recruiting with SourceMatch – a Partnership-Based Process

By | Blog, Recruiting | No Comments

When you find your company in a hiring bind, what should you do? What about when you have an abrupt reorganization demand? How does your company handle such issues? Do you have a plan for the short and long term? Companies who have a plan are better prepared to deal with changes or restructures in their organizations. Even if you do not have a plan now, working with a recruiting company such as SourceMatch, will better prepare you for any possible changes or employee gaps that may need to be filled. Just plug into our Engaged Recruiting process and run with it!

Recruiting Support. Due to the booming economy, especially in the IT and healthcare fields, companies find that they need the right talent, immediately. While some companies invest in internal talent acquisition and recruiting teams, they still have a hard time filling their workforce gaps. Recruiting with SourceMatch effectively sources candidates and matches candidates that fit our clients’ needs and their workplace culture. Even if your company has an internal recruiting firm, you may need the help of an outside resource to better handle reorganization or restructuring issues.

Engaged Recruiting Process. Recruiting with SourceMatch starts with an engaged recruiting process. We have developed this system to empower organizations to strengthen their hiring efforts. By joining forces with SourceMatch, your company will get a better grasp of new and up & coming concepts in the workforce. Things such as generational gaps and strengths, employee strengths, managerial skills, empowering employees, assessing behaviors, skills, situational behaviors, and language, are just some of the ways SourceMatch empowers our clients and their staff.

We first begin with a foundational discussion about your company’s hiring needs and workforce culture. Where do you see and envision your company going? What areas do you see for improvement? And, how does the job opening fit in that overall picture? What makes a candidate successful in your organization? We then offer suggestions and a follow-up meeting to discuss any questions that may have arisen. After coming up with a plan, we then coordinate an appropriate contract, in accordance with our client’s needs.

Recruiting Candidates. SourceMatch has served hundreds of clients by successfully navigating the current trends in recruiting. We have a step by step process for the candidate(s) search. By recruiting with SourceMatch, you not only gain access to the top talent, but you also gain access to trends, business plans, restructuring concerns, and you also gain a problem.solving, up to date, recruiting team SourceMatch Recruitment Information – “We take this important responsibility very seriously. Our clients come to us with a variety of different projects and needs. We will not accept any requests that we believe will not be successful in sourcing the appropriate talent that is qualified, interested and available.”

Reach out to us and let us assist you in finding the best talent for your organization.

Dec 04
0
human resources

The Human in ”Human Resources”

By | Blog, Leadership, Recruiting | No Comments

Human resources are the most important of all the resources of a business. But is it easy to get the right people on-board?
83% of employers believe attracting and retaining talent is a growing challenge.

A people strategy as an integral part of the strategic business planning process can only be created by a forward-thinking leadership team. Functional organizations shape their plans to meet workforce needs, always keeping in mind that the most important competitive advantage is the ability to attract and retain the best professionals in the market.

“You don’t build a business. You build people, and people build the business.” -Zig Ziglar

Treat people like people

Though, in all this process, and with all this technology in use, how do you best treat people like people?
-> Make the environment more friendly.
Your employees aren’t just a number on the financial book or robots at the help desk. Maybe having a personalized desk, or create a personality badge based on assessments that might help each other know better among the team, or a coffee corner where they can socialize could make the place more welcoming.

-> Remember birthdays
Whether your employee enjoys gifts or not, a simple card with birthday wishes, shows you care. Why not pen something personalized? Remember that theater he/she mentioned last week he would love to attend to, but the working hours don’t allow it? It’s not difficult to recognize someone’s birthday, nevertheless, it makes all the difference.

-> Understand an employee’s job duties
Remember the Undercover boss TV series, where the employer puts himself in the employee’s shoes? Well, you can learn a lot from this kind of experience and surely gain a lot by understanding his day-to-day activities.

-> Keep their interests in mind
As we talk about being human, this means we have interests. Making a list with every person’s interests can help you know your employees better, and why not, to bring them up during their personal development sessions. Their abilities in a new or different direction than what they’re currently doing could very well tell you what they expect from their careers, and how they might fit in future upcoming projects, or to simply help in choosing a present for their birthday.

These are a few examples to inspire you and to help keep the human in “Human Resources”!

Reach out to us to learn more!