Recruiting can benefit from thinking outside the box

12.06.2013


Recruiting can benefit from thinking outside the box
Recruiting can benefit from thinking outside the box

Recruiting the right employee for an open position has long been an important prospect for many hiring managers, and the potential costs inherent in the process have only placed more importance on the process itself. Considering the potential harm that the wrong hire can bring to a company, hiring managers should turn to both new and old strategies to fill their payrolls.

According to Insurance Journal, the cost of replacing a poor hire is pricey and only growing further. Citing a study from the Center for American Progress, it's been found that the average cost of employee turnover in positions with salaries of less than $75,000 was as much as 20 percent of a yearly salary itself. That's not even considering hidden costs and loss of productivity, which can push the potential losses even higher over time.

One method of improving recruiting and employee retention recommended by the news source comes from building a cohesive on-boarding and training strategy while adding more clear definitions to job listings. By performing this practice, a more committed and prepared group of potential employees will pursue the job from the outset, knowing that the company will invest in their success.

Another method comes from contacting an employment agency, which is willing and ready to find the best possible options for the role from their pre-screened ranks. Not only will they help to streamline and quicken the on-boarding process, but they can provide a crop of great applicants, from which you can take your pick of the best.

Bring the search out of the box
According to Brazen Careerist, many job seekers become overly worried about the potential job titles displayed on their resumes and believe that means they shouldn't apply for positions they may be perfect for. As a result, it's recommended that many recruiters should reduce their emphasis on taking employees with specific titles on their resumes and instead consider candidates on the merits of their full resumes.

For instance, many young workers and students are not likely to have had extensive managerial experience in a direct job role, but they may still have many more skills perfect for the position. Ignoring them for roles that require at least some work in supervising and coordinating with others leaves a wide patch of the hiring market untapped, which can clearly leave some of the best people for the job off the table.

Inexperienced workers may fight harder
In addition, workers who haven't gained the experience that others may have, given that they have relative experience in the field in question, may actually be more willing to get their hands dirty than others who have experience in the direct position. Looking at job titles first and other aspects of business afterward can also leave a company with workers who expect one thing from the position and may be disenchanted when their expectations don't match up with reality. Teamwork is also vital, as workers who have experience working with others may not have risen to the heights of others. Despite that detail, there's a decent change that they have more than enough skills to pull off the job at hand.

Hiring the right person may even help the company's structure. Better aligning companies where they have even levels of experience at different stages of employee development can lead to better overall production. Assessing their abilities here may be as simple as looking into their work experience, social media and resumes, as some past roles that didn't fit on a resume may help them become stronger candidates for the job.