Employee Recruiting Best Practices 
Implement best practices for recruiting and land the top talent you seek.

Think you have a knack for hiring new employees? Experts say most managers don’t leave time for planning the best practices of employee recruitment.

Improving practices for your employee recruitment starts with a look at the long-term corporate strategy. It isn’t based simply on gut-instincts and intuition. Recruiting highly productive employees who are a great fit for your company and stay for the long term requires effort and planning on the front-end.

There’s not a one-size fits all solution to predict you’ll attract the best candidates with each job opening. Creating and implementing consistent recruiting practices, however, are essential to increasing those odds.

In order to discover and hire the best talent, your company must incorporate fundamental strategies into its recruitment plans and measurement.

The best practices for any employee recruiting start with planning, organizing and reporting recruiting activities and strategies. From well-worded, future-oriented job descriptions and career tracks, to competitive hiring practices, and strategic interview processes - implementing a recruiting strategy at multiple levels is essential.

Work Institute’s comprehensive recruitment studies explore your recruiting practices from every angle. We understand that your recruiting strategies incorporate everything from employer branding to advertising, to the reporting and metrics used to detail and track your recruitment channels.

Employees are businesses’ biggest cost - but also, their biggest resource.

How your organization recruits will drastically contribute to its viability, productivity - and ultimately, success.

Organizations that are not on top of evolving employee recruiting best practices will find themselves outpaced by the competition - and losing valuable time and money in the recruitment process, and turnover rates.

Don’t compromise your recruitment process.

Work Institute can help you uncover steps in your employee recruiting process to show you how to make smarter recruiting and hiring decisions that support your business’ objectives - now and into the future.

 

WORK INSTITUTE CAN HELP

We would love the opportunity to earn your business. Call us now to schedule your free consultation to discuss your employee recruiting challenges.

TALK WITH US! (888) 750-9008

#1: UTILIZE METRICS
Better recruiting and hiring results come from making changes in your recruiting process. Utilizing the right recruiting metrics can unveil that data you need to make necessary changes. Some of the most important recruiting metrics include measurements of sourcing, quality or hire, and satisfaction rating. These metrics include where your candidates are coming from, how candidates are applying for jobs, and the skill sets each candidate has to offer. Recruiting metrics allows you to compare data from your recruiting process and strategies to your corporate strategic goals.
#2: HAVE SUCCESSION PLANS IN PLACE

Smart companies are always recruiting - even if there are no open positions. Planning for the future should always be at the forefront of any company’s strategic goals - especially when it comes to recruiting initiatives. Keeping your talent pool warm means having a plan to proactively recruit. You know your company will experience employee retirement, gaps in management and executive-level positions. In addition to having a strong talent pool in place, make sure to have mentors in place and career plans outlined for younger staff. Doing so will help fill vacancies as they arise.

Create a smart and consistent recruitment strategy that can be integrated at every level of your business

Start improving today.

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You're almost there! Use recruitment studies to measure and understand the effectiveness of your recruiting efforts!

RECRUITMENT STUDY DATA SHOWS YOU:
employee retention studies
  • >The effectiveness of your relationship building.

    In order to identify great candidates, you must first build strong relationships with them. Are you being proactive in warming your talent pool? LinkedIn, niche job listing sites and cold calling can source high-productivity employees and build a consistent pipeline of candidates.

  • >The strength of your talent branding.

    Your current employees are some of your biggest brand evangelists. Are you turning your team into influencers? Ask hiring managers to promote job openings on social media outlets, and employees to send referrals.

  • >Which metrics are of greatest importance.

    Recruitment metrics can help you best predict quality of hire, recruiter productivity, and overall performance of your recruiting efforts. Not every company has the same needs when it comes to recruiting and hiring. Are you measuring the right metrics to keep your costs in check and the best candidates in your talent pool?

  • >The success of your job listings.

    Job descriptions are essential in attracting top-talent. Do your job posting stand out among the rest? Consider getting marketing involved in job descriptions - after all, marketers are trained on messaging and conveying corporate branding initiatives.

  • >Important business analytics.

    Are you using your data to your advantage to assess the cost-effectiveness of your recruitment practices? Tracking and analyzing data is crucial when it comes to discovering where your greatest talent is coming from, what skills the candidates present, and the success of your hires.


HOW IT WORKS

Once you become a partner of Work Institute we assign you a Client Services representative. This person will be with you every step of the way – from identifying who needs to be interviewed, crafting the specific study questions, gathering and providing data analysis to building a change management plan to address specific issues and meet predefined business goals.

Your Client Services representative will become an integral part of your internal team by providing research, data, analysis and recommendations along the entire feedback cycle. Their entire focus is your company’s engagement and retention strategies. They find what isn’t working and get it working again saving your hundreds of thousands of dollars in turnover costs.

Once we get the interviews and surveys in place, your Client Services representative will work with you to summarize the major 3-4 trends in bullet form with the supporting raw data as a reference. We will regularly meet with you and any key leaders to discuss what we’ve discovered and will work with you to build a plan of action to make key changes.

Our reporting system is designed to give access to whomever you deem necessary.  Sometimes all organizational leaders want and need to know the research. Sometimes it’s better to have one key internal person managing the process. Whatever the request, we will provide access at no additional charge.

We use our combined experience of close to 30 years in human resources and our ability to capture the specific data you need to design thorough action plans to solve HR issues. For example, just by solving simple issues in recruitment results in hiring the right top talent for your open positions. Hiring the right top talent means reducing turnover significantly. This is what consulting with data can do for you.

HOW CAN I GET STARTED?

Don’t let your competitors outpace you.

If you’re not keeping up with evolving recruitment practices, your competitors will land the talent you desire. Work Institute’s recruitment survey is designed to give you the in-depth information you need to measure and evaluate your employee recruitment practices - and give you insight on what’s working, and what needs to change and improve. By uncovering the unnecessary, costly practices, we help you to focus your efforts towards successful results, saving time and money when it comes to your recruitment process.

 

BUILD A BETTER WORKPLACE.

Our experts can help you determine the solutions best suited to your company’s needs.

  • "The actionable and detailed data from the Work Institute gave us the support to make the changes our employees needed to see. The ability to break it down into different divisions particularly provided us with the insight to address specific concerns within departments and levels, as opposed to blanket solutions, and led to an overall more productive workforce."