6 Tips to Have a Solid Recruitment Policy and Manage your Business Team

How long do you take to fill an open position in your company?

Did you know that it takes a company 36 days to fill a vacant position and costs $4,425? With so much at stake, having a solid recruitment policy is necessary. While most organizations lack the time and money required to fill positions with top-level executives, a recruitment policy can make life easier.

Another reason for creating a solid recruitment policy is that qualified employees are difficult to find, and replacing a salaried employee can cost an average of 6-9 months of salary.

6 Tips to Have a Solid Recruitment Policy and Manage your Business Team

So, to help you craft a policy that helps you hire qualified and efficient employees, focus on enhancing your recruiting efforts by using the right tools and leveraging existing resources.

6 Tips to Have a Solid Recruitment Policy and Manage your Business Team

Use these tips to have a solid recruitment policy and effectively manage your business team:

  • Use an employee engagement software

Did you know that only 15% of employees worldwide engage in their workplace?

What about the rest, 85%?

They are either unsatisfied or unhappy, resulting in employees leaving the organization. So, the HR department must create a policy that takes care of such unhappy and disengaged employees.

That’s where employee engagement tools come to your rescue.

These tools can be one thing your business has been missing.

An employee engagement software helps you understand workplace satisfaction. From collecting employee feedback, tracking performance management to ensuring employee recognition, setting and tracking goals, and encouraging employee satisfaction, such software can help you engage your workforce and enhance employee retention.

6 Tips to Have a Solid Recruitment Policy and Manage your Business Team

Also, such software increases communication in your workforce and enhances productivity.

While there are many tools and software available, with each boasting to bring a revolutionary change, search for one that can make a difference in your workplace productivity.

  • Use a problem-solving test

One of the essential skills that employers look for in candidates is problem-solving skills. Excellent problem-solving skills help you showcase self-sufficiency and implement solutions that drive success.

Employers prefer candidates who can find solutions to workplace problems without disrupting the business. Often, problem-solving abilities relate to your innovation, teamwork, adaptability, flexibility, creative thinking, analytical, initiative and perseverance.

Also, as problem-solving is associated with logic, reasoning, and creativity, employers can use various employment aptitude tests.

So, to hire candidates who can solve problems, companies often rely on problem-solving tests like the one from TestGorilla. It can help recruit candidates with the right mindset and capabilities.

These problem-solving tests can help you test a candidate’s ability to interpret data, apply logic to make decisions, and textual information analysis. Using these tests, you can identify candidates who can evaluate and respond to complex workplace situations.

  • Focus on one-to-one meetings

Employee attrition is another area of concern for employers, and creating an HR policy that reduces this attrition can be the difference between companies with productive and unproductive employees.

So, what’s the solution?

Enter a one-to-one meeting.

Regular one-to-one meetings can help employees stay informed, which builds a trusting relationship with each other. Apart from staying informed with the latest updates, such conversations provide a unique opportunity for private discussion where managers can understand the problems and concerns of their employees.

When employers do their best to solve an employee’s problems, they feel valued, and this reduces the attrition rate.

According to Harvard Business Review, employees with twice the number of one-one meetings with their managers were 67% less likely to disengage.

With these statistics in mind, making 1-to-1 meetings a routine affair of your recruitment policy can establish trusting relationships.

Initially, as a manager, you may find it challenging to block time to conduct regular meetings.

But, once you and others in your team see the value of these meetings, they can become a source of development, retaining employees, and gathering ongoing feedback from your employees.

  • Focus on your employer branding

More than 75% of professionals are passive candidates who are not actively looking for a job but are open to new work opportunities. Having strong employer branding can help attract passive candidates to your company.

Candidates respond to employers who actively manage their brand, respond to reviews, and share updates about the company’s culture and work environment. Such companies are better adept at hiring the right employees.

So, make employer branding a part of your recruitment policy. This is essential because when you focus on employer branding, you don’t have to focus much on active recruiting.

You’re likely to become a sought-after organization, which employees are willing to join.

  • Create referral programs

Another great way to hire the right talent is by making referral programs a part of your recruitment policy.

Implementing a referral program encourages existing employees to make recommendations. Employees show interest because of the incentives that come along with referral programs.

When you get creative with the incentives, your employees may be more enticed to recommend some of the best people they know.

Though monetary rewards are common, think out-of-the-box and offer incentives such as a weekend getaway to a famous resort or anything your employees want.

Also, when creating a referral program, reward employees who recommend quality hires and the candidates they recommend join the organization and stay for a stipulated time.

  • Be clear of the values and behavior you or the company represents

To build a strong company’s culture, it’s essential to identify collective values and know the behavior represented by these values. Knowing your values and behavior can help recruit the right staff member to build a company’s culture.

Sit down with the company’s stakeholders and decide upon the type of value you’re looking for in people.

Include these values and behavior in your recruitment policy so that everyone in the hiring team knows the definition of culturally fit candidates.

Hiring and managing the right team members gives you a strong foundation for success. Also, hiring culturally fit candidates is imperative because such employees are usually happier, more effective at working with colleagues, are more efficient, and are likely to receive promotions much faster.

So, look for behaviors and values first to build an efficient and productive workforce.

Key takeaways

To improve your recruitment policy and effectively manage your business team, build a positive company brand, embrace technology, focus on referrals, implement an employee engagement software, and regularly conduct one-to-one meetings.

Working hard to recruit the right people and looking for ways to retain employees can help you build a team that can lead your business in the right direction.

Though finding the right people might be taxing and time-consuming, creating a recruitment policy can help in effective time management.

So, which tips and strategies are you planning to implement to manage your business team?

Did we miss out on anything?

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Priya Jain is a professional copywriter with 8 years of experience. She has an MBA and engineering degree. When she is not writing, you will find her teaching math, spending her day running behind her toddler, and trying new recipes. You can follow her on LinkedIn and Twitter.