In the deepest depths of the Great Recession, hiring new employees was something many companies just didn’t do. But now, with the economy on the upswing, many companies are finding they need to bring on more help, and the hiring process is something that has really fallen out of practice.
Companies that haven’t hired in a while need to get their hiring process back up to speed as a bad hire can cost untold amounts of money in terms of lost productivity and wasted investments.
If your company is looking to start hiring again, you need to reexamine you old hiring process and consider overhauling and modernizing it. Furthermore, you need to be proactive in your search for the best candidates by making your company highly visible and refining the organizational brand.
(Re)define the hiring process
First, your company should consider if temporary or contract workers will be enough to bring your staff up to adequate levels. Some staffing firms have access to a wide range of talent across many fields and industries, and others specialize in a particular type of worker. Determine which type of staffing firm, general or specialized, your needs call for.
If you are looking to add to your permanent staff, start by appraising the skills, abilities and personalities your company will be needing over both the short- and long-term. Then, determine which positions need to be filled based on need.
Next, develop job ads that plainly state the responsibilities of each position and what kind of expertise and schooling are essential. If not, you’ll waste valuable time sorting through hundreds of applications that don’t come close to what you are looking for.
Finally, determine what demographic you should be targeting with your efforts. Your company may be looking for experienced workers, or recent grads to infuse some youthful enthusiasm. Once you know the types of people that will best succeed in the designated role – target your efforts accordingly. This may include offering perks or befits that speak to a specific demographic. For instance, millennials may prefer benefits that support young parents, or Gen Xers may attracted by a generous 401k package.
Always be marketing
Modern hiring efforts mean more than just throwing up a few job ads. Companies are now marketing to top talent by leveraging their brand over social media.
Social media allows for companies and job seekers to connect on a much deeper level than a job posting and resume ever could. Show top talent you are a great company to work for by regularly posting interesting content and honing a unique voice over various social channels. In connecting with your company on social media, a job seeker may be drawn to applying for any job openings.
Likewise, looking at a candidate’s social media activity can help determine if he or she will be a good cultural fit in your organization.
At ZDA, we can help your company keep up in the latest economic climate, by filling your open supply chain positions. Contact us today to work with a leading supply chain recruiter!