Time to Overhaul Your HR Hiring Practice
There is a HR hiring revolution and businesses are attracting the tech talent they deserve for their roles with new approaches. Without a doubt, 2020 changed our approach to work and hiring. Remote working had been on the rise for years, and is now mainstream, something we at Nixa.io predicted would happen. Just not quite so soon.
The pandemic obviously had a huge impact on the way we work, with redundancies and people on furlough, complex employment requirements and management that have forced companies to reevaluate how they do things. With the end of the pandemic in sight, and despite more lockdowns and uncertainty this year, savvy companies are adapting by streamlining their operations to survive and thrive.
One of the biggest challenges HR departments face this year is managing current staffing requirements while planning for the future. And there’s plenty of uncertainty in most industries as to what their sector will look like when the pandemic is over. It’s a unique time for HR managers right now.
There is also new tech available to help best hiring practices. The new tech means that recruitment doesn’t have to be the long, laborious labor that it usually is. Hiring tech talent into open roles is always a challenge, finding the right people with the right skills and experience; the average hiring time in Europe is five months.
Best hiring practices
Let’s start at the beginning. Review your hiring strategies and tactics. Even if you’re not hiring at the moment, this is the right time to prepare your recruitment processes and assess goals based on the market.
Where do you normally go to find great people? There are obvious choices such as platforms like Monster, Remote, Power to Fly and more, where businesses can post a job description and anyone can apply. There’s no quality checking so recruiters are often inundated with resumes that don’t match the skills and experience required. That’s a lot to go through.
Recruitment agencies can find good people and they, usually, pre-qualify them to a certain degree before presenting them to you. The downside is that they are expensive. And recruiters have to make a good impression on the candidates first as they are representing the company - you. If they don’t do a good job then this reflects on you.
Go through who is involved with recruitment for different teams. Is a test or proof for experience required? Who organizes that? How is that monitored? Now is the time to drill down and establish who is responsible for what part of the hiring practice. How much of their time does it take up? What needs to change?
Attracting tech talent
Go through your current talent in-house right now to ensure they fulfil your needs. Take note of skills, where your strengths are and anything lacking. Discuss with key stakeholders what the future of the company looks like and the skills needed for the upcoming work. Review big projects coming up, new work booked in and plan the people you will need. Will you need managers? Will you need people to do the work?
Once you know what the future looks like, list out the skills needed to do the work. If your team is switching to remote on a permanent or flexible basis, they could require strong team management or self-starters. Opening a business up to remote working means access to a much larger pool of global talent. The skills available could now exceed those in your local area.
If you’re planning to do business on an international level, then remote workers mean you can have the right skills in place to get you there. Global talent often has diverse backgrounds and can widen your outlook for the business, highlighting things that you might have missed.
A skills gap analysis is a good thing to do on a semi-regular basis to ensure you have what’s needed for the company, now and in the future. Your aim is to have a strong hiring culture at your company with rigorous processes.
Ensuring hiring best practices
It is possible to measure ROI per employee using the employee lifetime value - the cost of recruiting, training and developing an employee, combined with their contribution to the company, until they leave. As you can see, employees grow in their role and reach a maximum output a certain time into their time at a company.
The journey starts with recruitment, which is why it’s so important to get it right from the off. Make sure it’s a good experience for them and that you’re recruiting the right people from the off. Mis-hires costs the business, but also has a big impact on the team as they invest time in the person, only for them not to work out
Track your time and investment into recruitment to see where the majority of your efforts go. Assess how you can streamline or hack these. Using a recruitment platform like Nixa.io means candidates have been pre-qualified with tests and interviews to ensure they have the tech talent expertise you need. It reduces time, effort and costs on your behalf.
Tech advances means that AI and machine learning can match you with the right candidates. We use it to get past human bias and ensure our candidates will be matched with jobs where they will excel and thrive.
Contact us to understand how you can improve your best hiring practices and attract tech talent from around the world.