Recruitment strategy: when you need to up your game

While you may be the captain of your business, your employees are the sails, pushing you from one great opportunity to another. Having an effective employee recruitment strategy in place can mean smooth sailing for your productivity levels and bottom line. However, if your recruitment strategy is not producing successful results, perhaps it’s time to avoid a shipwreck and consider a professional recruitment solution for your business.First, here are a few telltale signs that your current recruiting strategy may not be making the cut:

1.  Dropping the ball

Whether the preferred job applicant is a friend of the family or just a person who charms you during the recruiting process, there will likely come a time when you are persuaded to hire someone for reasons other than his or her job skills. While this may work out in some circumstances, most of the time job candidates need to possess a certain skill set to get the job done. If a worker is ill-equipped, he or she will probably be overwhelmed by his or her duties and could repeatedly drop the ball, costing your business a loss in productivity, profits and even clients. (A recruitment solution is needed.)

2.  Continual co-worker conflicts

Job skills aren’t the only thing you should assess when considering adding new employees to your existing workforce. Hot-headed or difficult workers are a major hindrance not only to new employees, but to your other employees as well. Personality clashes make for a stressful and distracting work environment. Verbal skirmishes and gossip make it hard for employees to focus on their work. If you don’t deal with such issues immediately, your staff may consider their workplace environment a type of employee harassment. And that could lead to a costly game of legal limbo. (An effective and immediate business solution is advised!)

3.  Constant employee turnover

The Society for Human Resource Management (SHRM) claims that replacing an employee can cost a business one-and-one-half times the employee’s annual salary. Whether an employee quits or is fired, a poor retention rate often means you’re not studying your candidates well enough before you hire them. Every employee that leaves your company walks away with a portion of your profits. (An improved recruitment strategy is required.)

4.  Too much time spent on performance management

While keeping tabs on employee performance is one aspect of a manager’s job, you shouldn’t need to babysit employees. Your role is to hire employees who can do the job without ongoing supervision. Whether it’s lack of skill, poor behavior or some combination thereof, constantly meeting with workers to address performance issues takes up hours that would otherwise be devoted to running your business. (A definite business solution is needed.)

5.  Falling sales

Although you may be inclined to blame the economy, when it comes to declining sales you could be pointing a finger in the wrong direction. Employees who lack enthusiasm and know-how aren’t going to be convincing when it comes to selling your product. If your sales professionals aren’t knowledgeable about your product or motivated to sell it, how are they going to influence consumers to buy? The only way to find the right sales people is to hire the right sales people. (A major recruitment strategy is required.)

There is a fine art to recruiting. Maintaining an effective recruitment strategy is a painstaking process that requires true diligence — something many business owners don’t have time for.

Recognizing how vital recruiting qualified employees is to their business’s bottom line and future success, more and more business owners have discovered the perfect recruitment solution for their companies: outsourcing their recruitment responsibilities to a professional employer organization like Insperity, one of the leading PEOs in corporate America today.

Learn more about recruitment strategy in this complimentary e-book, Building a better team: how to attract, recruit and hire top talent.

Building a Better Team: How to Attract, Recruit and Hire Top Talent, Issue 5
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