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The Modern Approach to Recruitment: Finding and Retaining the Right Talent

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In today’s dynamic and competitive job market, the traditional methods of recruitment are evolving rapidly. According to a report by Employ, 63% of recruiters said they had new hires leave within the first 90 days. It is also a known fact that it is more expensive to hire new talent than to retain current employees. Thus, while attracting new talent remains essential, retaining skilled employees is equally crucial for recruiters. With these in mind, the modern approach to recruitment encompasses not only finding high quality resources who are the best fit for the roles they are tasked to fill but also ensuring these resources stay committed to the company for a long time.  

Organizations are recognizing the importance of a smooth and engaging recruitment process to set the tone for a favorable employee experience, helping reduce attrition rates. If you are a recruiter, below are steps you may take to help boost retention and cultivate long term commitment among hires.

  1. Set clear expectations. Make sure that job descriptions for the role you are hiring for are clear. Also, ensure that you lay out all the outputs required from the talent, the tools and facilities that will be made available, the employee responsibilities, the working culture, and the compensation and benefits package including career development opportunities. It is crucial to be open and transparent from the beginning so that potential employees will be aligned with the organization.
  2. Promote a positive employer brand. A recruiter is the first touchpoint of a prospective employee. Thus, recruitment must be able to project a positive image of the company in order to attract new talent and help retain current employees. Aside from knowing the requirements for the role, understand your organization’s business and its vision, mission, and core values (and those of the client you are hiring for if you are with an outsourcing company). Showcase how you stand out from other employers on different channels such as social media and job boards. Also, check these channels how your brand rates in the talent market, and see what areas your organization needs to improve on to fare better. Do market research regularly to ensure your compensation or benefits are within industry standards. Also, nurture relationships with those in your talent pool as this could prove valuable when you have open positions for them. This will also encourage them to refer possible candidates to you in the future.
  3. See to a good experience throughout the hiring process. In this highly digital world, you should leverage technology to improve your recruitment and hiring process. Use a mobile-friendly approach as this should optimize your chances of reaching more qualified candidates through a more convenient channel for most. Facilitate the hiring process, from first contact to onboarding, and make it a pleasing experience for your candidates through virtual assessments and digital submissions. Implement a remote onboarding system and e-signature system for a smoother and more conducive onboarding process.
  4. Be mindful of culture fit. Culture fit is one of the most important things you  should consider in hiring as employees who fit well within the company culture are more likely to commit long term. It is highly recommended you do a culture fit assessment early in the recruitment process. You can assess this during preliminary interviews and with scientifically validated personality and value tests available in the market. Only recommend to hire candidates whom you have identified to have values, attitudes, and work habits aligned to your company culture.
  5. Take a proactive approach to managing attrition. Attrition, or employee turnover, can be detrimental to an organization’s growth and stability. Recognizing this, modern recruitment strategies aim to proactively manage attrition by knowing its underlying causes. Study your HR team’s data gathered from employee feedback and exit interviews. By understanding the reasons behind attrition, you can make recommendations on how to create a more conducive work environment and reduce the likelihood of talented individuals seeking opportunities elsewhere.

Modern times dictate that recruitment be data-driven, technology-enabled, and collaborative in order to be able to secure a talented and adaptable workforce, and keep them. Without a doubt, today’s recruiter plays a significant role in  effectively managing attrition and boosting retention rates. In short, recruitment should be able to lay the foundation for employee retention. 

About the author:

Prachi Sharma is the Global Recruitment Lead at Eastvantage. She has over three years of experience in full-cycle recruiting, strategic sourcing, data analytics, and project management. Prachi is an insightful recruiter who is passionate about growing teams and dreams. She finds joy in getting the best fit for top-performing and rising IT and cybersecurity professionals. With excellent interpersonal and intrapersonal skills, she matches great people with great careers. 

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Eastvantage provides purpose-built recruitment solutions. Find out more about our recruitment process outsourcing services and the successes we’ve helped our partners achieve.