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Saturday, 6 June 2015

Building a "Recruitment Culture" in Your Organization


An important step in any recruiting strategy is to go beyond the typical employee referral program and build an internal Recruitment Culture. A Recruitment Culture is a mindset where every employee in an organization is responsible for helping to uncover talent every day. Referral bonuses or rewards are a primary tool but the mindset must be that it is in an employee's best interest to work with the best talent available - and understand the role they can play in securing that talent. A Recruitment Culture dramatically increases the amount of people and hours involved in recruiting without hiring additional recruiting staff.

To be successful employees in an organization need to understand that because of their professional and social networks they can play a significant role identifying talent brought into the organization. Because these employees are not Recruiters and are doing the actual work in the area being recruited there is automatically more credibility than if the candidate were speaking with a Recruiter or HR Representative. Because the employee is doing the job the prospective candidate will be doing the employee can explain the work much more accurately and give an expectation of what it is like to work for the organization.

Employees should be encouraged to network within online resources such as LinedIn and Facebook as well as with former co-workers and college alum. Viral marketing techniques should be incorporated - encourage employees to write about the organization on professional blogs and forums. Employees should be encouraged to post positive stories about the organization, news releases and stories about what it's like to work in the organization. Additionally employees e-mail auto-signatures should include a blurb about the organization and a link to the organization's employment web page.

Employees who make referrals should be involved in the interview process and rewarded for their efforts. An employee making a referral will be excited about the referral's candidacy and should be given the opportunity to interview the candidate. The employee will feel engaged, empowered and have positive things to say about the organization and position.

Rewards should be given both at the time of the referral and the time the referred candidate is hired. When an employee makes a referral give them a small cash reward, gift card or some other reward for their efforts. A cash bonus should be given when/if the referral is hired.

A Recruitment Culture will lead to a positive employment brand built by an organization's employees and will attract passive candidates who have not previously looked at the organization or are not even currently looking for work. The key is to implement a Recruitment Culture as part of an organization's overall recruitment strategy and train employees on what it means, their responsibilities to the success of the program and organization and their rewards.

If you are seeking for a recruitment consultant Singapore job, you will need to obtain the CEI certification to be qualified to operate as a license recruitment consultant in Singapore.

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