Has your organisation put recruitment on hold? According to a recent CIPD report on embedding post-pandemic ways of working, 44% of the organisations surveyed are recruiting as usual. Meanwhile, 19% have either increased, or are planning to increase, their recruitment activity. These figures point to the fact that, Covid or no Covid, postponing recruitment plans isn't an option for every organisation. For some, the pandemic may even have fuelled a need to replace and upscale their workforce. Yet with severely limited social interaction, and with the vast majority of office-based staff now working from home, there are several barriers to effective recruitment. For example, it could be many months before a new joiner is able to take a tour of your office, or meet the rest of the team in person. How can you ensure they feel like a valued part of your organisation, if right from their first day, they are working from home? Here are some suggestions on how to adjust your recruitment process, so your organisation can attract, engage, and onboard the right people during the pandemic.
With employment at an all-time high, companies are having to work harder than ever before to find and keep talented people. A structured approach to recruitment is fundamental to getting the right candidate in the right job at the right time.In a busy environment, however, managers are often so keen to get someone in post that they launch into the search without proper preparation. Rushing into the hiring process often results in both time and money being wasted. Managers are flooded with inappropriate CVs, spend hours interviewing unsuitable candidates and can end up appointing someone who isn’t a good fit and leaves within a few months. So what are the key steps you need to take to streamline your recruitment and make sure you end up with the best person for the job?
So you’ve found the perfect candidate and everyone is looking forward to the new recruit joining the team. But a successful hiring process is just the beginning of the story. If a new recruit is to hit the ground running, a carefully thought-out induction is vital. Those first few days are crucial to helping a new employee get clear about their role, build the right relationships and settle into the team. All too often, however, managers are so busy, and so relieved simply to have someone on board, that they do a hasty run-down of the practicalities, brief a few key tasks and then leave the new recruit to sort the rest of it out for themselves. The result of this ‘hands-off’ approach is often that people flounder through their first weeks, not really sure if they are doing the right thing – or in the worst case scenario, feel unwelcome in the business, fail to integrate properly and quite quickly leave. If you suspect that recruitment or inductions are to blame for high staff turnover, keeping an eye on you leavers’ data can be useful, especially when departures happen within the first six months of a candidate starting with your company. And it goes without saying that high turnover impacts massively on your bottom line… So what are the key elements of an induction programme that will ensure a new recruit gets off to a flying start?