Employee Recruiting Strategies 
Recruiting top-performing employees requires strategic planning.

Finding the right candidates the first time is essential to a healthy bottom line - and it starts with establishing a strategic employee recruitment plan.

Talent is the business world’s most sought-after resource, and the process of searching for, attracting and hiring this commodity is the foundation for every company. Every business wants to hire high-quality employees, but not all of them have the tools and planning in place to do so. An effective employee recruiting strategy will set your company apart from the competition, and help you attract top-employees with the skills, knowledge and abilities that your organization wants to and needs to reduce turnover and costs, and increase productivity.

Job openings are typically based on your organization's strategic plan or management request, but they also arise due to employee resignation and termination. An effective recruiting strategy incorporates a well-thought-out approach to building a pipeline of candidates for the short-term, and longer term, as these needs arise.

Assessing the talent pool and identifying the right candidate isn’t a matter of sorting through resumes.

Recruiting top-performing employees is a dynamic process that requires strategic planning. Employee recruitment builds upon a positive talent brand, social recruiting and creative sourcing techniques.

Work Institute specializes in employee recruitment studies. We evaluate the strategy your organization uses to attract, interview and hire potential employees. We analyze the methods you’re using and determine what’s lacking, and give you specific insight into the effectiveness of your recruiting strategies and opportunities for improvement.

Hiring the wrong candidate has long-lasting effects.

Research shows that an estimate 80% of employee turnover is a result of poor hiring decisions. Turnover costs are only the first of many problems that can arise from a bad hire: Lowered employee morale, disrupted company culture, decreased productivity, and lowered revenue are all consequences of a poor hiring strategy.

Although most companies aware of the importance of hiring decisions, they still neglect to ensure they’re reaching their fullest potential in new hires. Using the Work Institute’s employee recruitment study program can help you to identify the areas of your recruitment strategy that need improvement - areas that could be costing you thousands - even millions - in turnover and low-productivity.

Work Institute’s recruitment studies give you the tools make key improvements to attract the best matches for your company.

 

 

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.

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#1: INTERNAL RECRUITING

Sometimes, the best employees are right under your nose. Internal recruiting within your organization can be an enormous benefit for multiple reasons: Recruiting internally drastically reduces recruitment costs, as advertisement can be done through word of mouth, corporate emails, or department announcements. In addition to significant savings on recruiting costs, training costs should also be less expensive, as the employee does not have to go through a corporate onboarding process, he or she is already familiar with the company culture, and already understands the strategic goals of your business.

When employee recruitment is performed internally, it also promotes engagement and talent branding - as you are rewarding loyalty, performance and productivity. By recruiting and promoting within, you incentivize your employees - and reap the benefits of cost savings.

#2: EMPLOYEE REFERRAL REWARDS

Who understands your company culture better than a current employee? Your existing staff likely has a good sense of who is a good fit for the organization - and will want to help bring someone on who they know can get the job done. One way to encourage your employees to refer great candidates is through employee referral rewards such as cash bonuses, items such as iPads, or extra vacation days.

Consider staggered reward stages for your employee referrals including smaller bonus upon hire and onboarding, and larger rewards after the referral stays for a certain period of time. Doing so will encourage your employees to refer hires fit for the long term - rather than quick-fixes that will only stay for a short period of time. Using a employee referral reward strategy is a powerful way to build talent branding, and save you expenses in recruiting fees.

An effective employee recruiting strategy will help attract top-talent who possess the skills, knowledge and abilities your organization wants.

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RECRUITMENT STUDY DATA SHOWS YOU:
employee retention studies
  • >The level of quality recruitment for the long-term.

    What are your future needs and goals? Is your recruiting strategy able to put for employees that cover your long-term needs? Short term recruiting strategies don’t keep your strategic goals in mind, and produce minimal results.

  • >The success of recruitment activities.

    What type of recruiting activities are hiring managers focused on? Internal efforts? Technical and vocational events? Are you directing your efforts in the right places?

  • >The quality of job descriptions.

    Are your job listings clear and concise? Are you ensuring that recruitment is streamlined by being specific? Are you conveying the right messages about the company and the position in your job postings?

  • >The appeal of your company.

    Every business wants the best employees. How well does your organization demonstrate what makes it special? Do your job listings set you apart from the competition by conveying your unique value?

  • >The timing of your recruitment and hires.

    Are you making quick and desperate decisions? Are you moving too slow, while candidates are moving on? Timing is everything when it comes to recruiting and hiring top-performers.

  • >The first impression in the interview process.

    What do potential recruits think about your company? Are you appealing to those you wish to hire? Are you making a first impression that will leave your candidate wanting to work for you - or at least remain a customer or brand evangelist?


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?

The strategy you need for the talent you want.

Work Institute is uniquely positioned to give you the insight you need into your employee recruiting strategy, and unveil the successes and flaws of your strategic plan. We show you the areas that aren’t just damaging your recruitment process and ability to hire top-talent, but areas that are costing you thousands - even millions in turnover and low-productivity. Our recruitment research studies will help you uncover the information you need to pinpoint the best strategies for hiring the right employees - the first time around.

 

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."