Recruitment even in the smallest companies tends to be an on-going process. Sometimes it feels like painting the seventh bridge – it never really ends. And unfortunately for some organisations where there are repetitious systems in place, facilitators never have a chance to sit back and question, streamline and adapt the process to current needs, industry trends, and new innovations in applicant processing.
In this way, the company becomes trapped using poor employment techniques which waste time and budgets and do not give powerful returns. As well as not finding that perfect applicant for the role, turnover is high because recruitment is only envisioned as a way of getting a new person on board. In order to cut recruitment needs for the future, a manager needs to be considering the journey of that employee when they are analysing applications. This way, training, career, team fit and the capacity for the new employee to grow within the company is taken into full extent.
A new employee is not just another number on a recruitment list. Time to get off the factory line. A prospective new employee should be given the same respect and long-term consideration as you would give to any customer. You are building business relationships here. If they are just fulfilling the fundamental job role with little else coming back for them, they are already on their way out. Give your employees a future and you are likely to see it reciprocated.
Think outside of the box
So, before you fall headlong into thinking about who you need to employ – consider how this person will fit into your organisation to maximise effectiveness of systems and budget. Do you necessarily need a 9-5 worker situated on site? Could this be the time to think about freelancers or locums? Are the processes that are currently on place for starting new employees (i.e. advert; filter applicants; interview; shortlist; second interview etc) useful and relevant to these current requirements? Are there internal prospects? Does your database hold contacts from previous networking? Is this a time to cut to the chase and do a bit of headhunting?
Don’t let current systems bog you down.
Match applicant with work culture
That perfect match with skills experience and the job description will always be uppermost in your mind but do not forget how the prospective applicant will fit into your work culture and team environment. Are they team players? – do they fit neatly into the culture where they will be working in? When looking at their future career do they have leadership qualities?
And while you are considering culture – is this moving with the times? With the constant progress in digital technology, the demographic which is most in tune with new gadgets, processes and innovative thinking are millennials. Is this a factor which would be necessary to take into account.
As you are taking the work culture into consideration and enhancing the applicant journey – why not bring it to the fore in the interview process itself? This can be done through short videos which capture the work place and feedback from your current workforce.
Don’t score your candidate on skills, qualifications and experience alone.
Take a look at what that new employee will mean to your business
Some of those systems will have been in place so long, you may well have forgotten why they are there. Again, stand back and match requirements for the individual job role and costs you wish to streamline with how you want that ideal applicant to fit into the job environment. Some of the costs involved in the recruitment process and the “employee” concept get lost so let’s bring them back to the surface:
- Employment costs
This is not only physical advertising and admin costs but also the time and task burden on all staff concerned. Is it time to consider contracting in a recruitment agency who specialises in the industry sector you are working in?
- Employee costs
Ensure you are aware of all the extra little costs a new employee will bring such as expenses; appropriate salary; taxes and benefits. Take into account equipment spend and the overall costs of having the worker on site? Is it worth considering a freelancer who will work remotely?
- Will training be needed?
Training costs and the career journey that is expected should be at the forefront of your mind when interviewing, as this will not only help you find someone who meets the job description, but also sets the foundations for the concept of taking on long-term employees through building strong business relationships.
What effect will the period have on the work environment and budgets while the employee is new to the post. Take into consideration the honeymoon period when the new employee will not be working to full strength. How will the rest of the team need to adapt? Will there be extra costs involved or sacrifices that need to be made?
Don’t isolate the interview process from work costs and career aspirations.
Peak Recruitment is the leading recruitment agency in Thailand. A human resource specialist, our pioneering methodology and commitment to deliver exemplary services has placed us first for executive recruitment in Bangkok. As a team, we offer a distinctive approach that you just won’t find anywhere else in Thailand. For contact information click here