The labour shortage is no longer a mere forecast, it is now a reality in many fields and industries. The demographic pyramid is gradually reversing and according to the Conference Board, the bulk of this crisis will be felt by 2030. In addition, several contextual factors have aggravated the problem in 2021.
As a company, this requires you to have the most efficient recruitment processes. Indeed, since there is only little availability of skilled labor, it is important to ensure that you do not miss out on available competent resources. So how can you ensure that your recruitment process is adequate?
Here are a few ways to have an efficient recruitment process, whether you use the services of an external recruitment firm or not.
Doing a proper job analysis
First of all, before you start recruiting, some preparation is in order. As we mentioned in this article on : Choosing the right candidate, it is important to write an attractive but realistic job description.
To get you started, here are some important questions to ask yourself:
- Is the profile you are looking for the right one, do you have an adequate job description?
- Is the profile of the candidate you are looking for realistic?
- Is your compensation strategy in line with the market?
- Are you open to transferable skills acquired in similar industries?
It is important to know the market and have realistic expectations. If you are on a very tight budget for a position, don't expect to find a senior candidate in the midst of a labor shortage. You may have to compromise on certain skills or train a slightly less experienced candidate.
Optimizing your internal process
In a company, there is often a lack of time to recruit. It is often a necessary evil or a process that is done in someone's spare time because there are not enough people to do everything.
It is possible to recruit without the help of external recruiters. However, make sure that there is a dedicated staff member for the recruitment task. This person must be dedicated and aware of the importance of this priority, and must have the necessary skills to carry out this process.
The direct supervisor should also be involved in the recruitment process of his or her employee.
By having proactive people on the file, you avoid long delays between each step of the recruitment process.
Beware of delays
Here are some questions that are important to ask:
- Once you have received your applications, how long does it take to contact the candidates?
- What are the delays between each step once you have interesting candidates?
In a labor crisis, time is your worst enemy. The longer you wait, the greater the chances of losing the candidate you want.
Having the right recruitment tools
There are several online and offline tools to find and manage applications for all budgets.
Job boards and social networks like LinkedIn are effective ways to recruit candidates. Read our article on : Recruiting via social media.
In addition, it is important to keep track of, classify and update the various applications you find during your recruitment process. An application management system (commonly called ATS) can help you do this, if you have the budget.
If you receive a large number of applications per year, it will be essential to have a search engine that will allow you to find them based on specific criteria.See this comparison tool for different ATS.
Having the right selection tools
When it comes to selecting a candidate, are you making the right decisions?
It is important to have several sources of data (CV, interviews, references, tests, etc.) when selecting a candidate. The decision must be based on relevant and job-specific criteria. In addition, you must ensure that the process is fair and equitable to all candidates, and avoid relying on cognitive biases.
A relevant interview questionnaire will help you make an objective decision. You can read sample questions in our article on Choosing the right candidate here.
Other tools can also help you in your selection such as psychometric tests and professional references.
Having the right external recruitment partners
If you think you need help recruiting for one of your positions, you may decide to turn to an external recruitment service.
Before choosing a firm, however, be sure to read this article to find out if you need a placement agency or headhunters?
In addition to evaluating the nature of a firm's service and rates, don't forget to validate the recruiters' expertise in your industry.
More details on our headhunting services.
Stimulating applications
Optimizing your recruitment process internally is unfortunately not always enough to attract candidates.
These days, you need to step up your recruitment efforts and use some HR marketing techniques. Make sure you have an online presence, whether it's with a website or social networks.
If you can, create an attractive career page. Candidates will want to know more about your company before they apply, and if they can't find information, or if you have a bad reputation as an employer, they may pass. In 2022, attracting and retaining talent is all about employer brand.
For more tips on attracting candidates, check out our article on : Distinctive elements about your company to put forward.
Having a succession planning strategy
A succession plan is important to plan for impending departures, but also to prepare for unplanned departures. Being ahead of the curve can help you have a more organized, but more importantly, less stressful recruitment process.
To start thinking about this, here are some questions to ask yourself:
- Are you always in reaction mode?
- Do you know precisely the average age of your workforce?
- Do you have an inventory of your employees according to their past experiences, their academic training?
- Do you have a performance management and evaluation system for your employees?
To read more on the subject, see the article by our president, Xavier Thorens, on the Carrefour RH website: Optimizing recruitment processes in a context of labour shortage (in French only).
In conclusion, it is important to diagnose all of these aspects in order to make an assessment of the improvements to be made to your recruitment process. Recruiting can be simple, but it is a process that requires a lot of attention and rigor. And don't forget that when recruitment is well executed, it will contribute to the productivity and efficiency of your company.
Are you experiencing some organizational difficulties and would like to discuss them with us? You can contact us at info@thorens-solutions.com
