The situation in most companies is that the CEO delegates the task of recruitment completely to the HR department while maintaining little to no oversight on the whole process. This in turn results in the organization’s recruitment needs not being met at all, causing its growth to slow down drastically. The problem of staffing arises as a result of CEO oversight on company recruitment. Staffing can be defined as the hiring of personnel with little to no experience in the field they are being recruited for. This stripes your business from benefitting from the expert talent that is truly required for a company to make any progress and inch towards achieving its goals. This article suggests six effective recruitment management for CEOs, so that can refine the process of recruitment to suit their organization’s needs and requirements the best.
Tip #1 Recruitment Never Stops
The entire process of recruiting is a continuous procedure that has to periodically keep taking place in order to compete with the growing needs of your organization. Waiting for a position to open up in order to begin recruiting is detrimental to your organization in the long-term. This is because the time it takes for a new employee to settle in and begin functioning at the level of his/her predecessor is quite a lot. Anticipating employees who are on the verge of resigning and immediately beginning to look out for replacements is a good strategy to follow. Skilled professionals are often already well-employed, paid higher salaries and need to be wooed. Recruiting such skilled professionals who are in a phase of transition, beginning to look for other job opportunities will help you recruit the best of the best.
Tip #2 Attract the Best
Although mediocre employees are more likely to accept your job offer, there’s nothing better than hiring star performers for the steady growth of your organization. But this is easier said than done. Star performers and specialists only flock to the best companies. This is where sprucing up career pages and job descriptions by highlighting the achievements of your organization, its long-term ambitions and the unbound potential for career growth, is paramount. Selling these potential employees who are the best at what they do, the future of your company is the only way to attract them into joining your firm. As a recruiter, it is also important to remember that the best performers are always weighing their options to see which one caters to the accomplishment of their ambitions, the quickest.
Tip #3 The Clock is Always Ticking
As a CEO it is important to clearly iterate to your recruitment team that zeroing in on a potential candidate who is an exceptional performer and hiring him/her as quickly as possible, is a must. As already mentioned, top performers are always weighing their options in the balance. They get pursued by a lot of organizations to join their firms and tend to choose one that approaches them with the best pay package the first. They have less patience and aren’t willing to negotiate for long. Their interest in an organization which is taking its time wears off quickly as they enjoy the luxury of being approached by top firms to join them. Defining clear timelines for the scanning of resumes, conducting evaluation tests and interviews and final salary negotiations, as a CEO is paramount to the smooth functioning of the HR department.
Tip #4 Don’t Hesitate to Get Involved
As a CEO, it is important to show your recruitment department that you are serious about the recruitment procedure, by getting your hands dirty and getting involved in the process yourself. Interviewing candidates not only shows that you are dedicated to ensuring the growth of your organization but also provides reasonable insight to the HR department on the sort of values and skills you appreciate and look for in a candidate. Setting the bar high as a CEO will ensure that your employees know the standard that is expected of them. Getting involved in the process will also give you an insight into the aspects in which the recruitment department might need to improve, thus helping you to streamline the entire process of recruitment in your company. Go through already screened resumes and find out if your recruitment department is overlooking potential candidates.
Tip #5 Hire the Best Recruiters
The key to acing the recruitment game - hire the best recruitment and HR professionals. The ability to recognize top performers in a minimal period of interaction, the ability to know where to look for such candidates, the ability to attract top performers and the ability to effectively negotiate salaries, are all marks of a proficient recruiter. Look for recruiters who are aces in the communication game. Effective communicators often make excellent judges of employee aptitude, potential, and suitability. Before setting to improve your organization’s recruitment procedure, getting your HR department in order is important. Hire HR professionals with experience and a proven track record of recruiting employees who increase productivity, in turn aiding in the growth of their organizations.
Tip #6 Learn From Your Mistakes
The key to effectively manage recruiting in your firm is to realize that it is a continuous process that has to be refined over a period of time. And the only way to refine a particular procedure is to change things up and try out different things. Identifying the aspects in which your recruitment department falls short and working on these aspects by figuring out what you might be doing wrong, will help you effectively streamline the recruitment procedure in your firm. Apart from refining your recruitment process to hire the best performers, doing so while using minimal resources and the least amount of time also ensures higher productivity and allocation of resources where they are required the most.
The above suggestions are effective recruitment management tips that a CEO of any organization, be it a startup or a well-established one, should give consideration to, in order to ensure that a never-ending cycle of innovation and productivity are perpetuated within their organization. Thus, guaranteeing that their firm is at the forefront of what it does, and stands as an example to its competitors.
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