Human Resource Managers of today don't have the time or resources to attract, recruit and hire the best person for the job. Post recession HR managers have multiple responsibilities other than hiring, and in today's corporate structures, the Human Resource department no longer has a specialist for each area of operations. The HR Managers of today's economy are called HR Generalists, and they are overworked. In years past, the HR Department used to be separated by specialty and divided up into 3 or 4 HR Specialists. Now the HR Generalist must do it all with a fraction of the staff and substantially less financial resources required to attract, recruit, hire and retain new talent. Here is a very short list of their duties outside of hiring; Safety Programs, Employee Handbooks, Health Insurance Administration, Business Insurance, Department of Labor compliance, OSHA compliance, Employee Welfare Plans, ACA Compliance, Performance Evaluations, Employee Relations, Compensation and Benefits- This list could go on for ever.
See how the stress that is put on hiring managers has effected retention levels in many small and mid-sized companies by following this link.THE POINT I'M TRYING TO MAKE IS..... How much time do you think they have to set aside solely for recruiting, screening, phone interviewing, checking references, conducting assessment tests, interviewing, selecting the top 3 candidates, conducting second interviews, and then making a hiring decision? My guess is not as much as they used to before their resources were cut.
Take a look at the cost involved with poor retention and the hiring process it takes to replace an employee lost due to high turnover.We aren't saying that HR Managers are not capable of doing the best job for your company, we are just pointing out how many plates they're juggling that may be taking away from the time needed to attract, recruit, hire and retain the best people for your organization.
See how the stress that is put on hiring managers has effected retention levels in many small and mid-sized companies by following this link.THE POINT I'M TRYING TO MAKE IS..... How much time do you think they have to set aside solely for recruiting, screening, phone interviewing, checking references, conducting assessment tests, interviewing, selecting the top 3 candidates, conducting second interviews, and then making a hiring decision? My guess is not as much as they used to before their resources were cut.
Take a look at the cost involved with poor retention and the hiring process it takes to replace an employee lost due to high turnover.We aren't saying that HR Managers are not capable of doing the best job for your company, we are just pointing out how many plates they're juggling that may be taking away from the time needed to attract, recruit, hire and retain the best people for your organization.
Delivering the best candidate for the job to our clients is the life blood that we live on. If we don't do a thorough job attracting, recruiting and vetting each candidate, or we aren't willing to explore every avenue that may lead to that superstar new hire, we'll eventually lose that client to someone who will. That's why we stay away from the broken job board model and take a more pro-active approach to attracting world-class talent by becoming trusted career advisers to job seekers and passive candidates. This approach is about cultivating relationships that are based on what is best for our candidates career path; not just pushing them into a job so that we can get compensated for filling a position. We recently published an article titled "The 5 tactics that large engineering firms are using to attract the best talent" and one of the areas highlighted was Employment Branding - how to market your company's culture. This has become a point of emphasis that candidates stated influenced their decision on what offer for employment they took.
"The 5 tactics that large engineering firms are using to attract the best talent"If you're taking shortcuts by using internal resources and not spending any time pro-actively attracting industry best candidates who want an opportunity to work for your company, then your going to get what your competitors didn't want. You'll need a strategy that brings all the advantages of working for your company to the forefront and this is something that we do for our clients every minute, of everyday, 365 days a year. This streamlines the hiring process when that hot-fill opportunity for employment comes available. Because we have done the back office work over a long period of time, we can fill that position with the best candidate for the job and nearly eliminate the time to hire.
If you would like to learn more about about how we can employ strategies to help you attract, recruit, hire and retain the best in the business, Contact Us here. We'll do this at no cost to you and contractually guarantee our work.
Thank you for taking some time to read this post. Take care and God bless..
Sincerely,
Ben
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