Recruiting and Staffing: How to Hire the Best

Posted by April Parks, M.S. Conflict Management

Sep 5, 2014 11:00:00 AM

shutterstock_154978970Competition for jobs is fierce! Between organizations wanting to hire the best talent and job seekers wanting to work somewhere with all the best benefits, it can be quite difficult to find the right person to meet the needs of an open position. There are ways to help alleviate uncertainties of recruiting and hiring though.

" It is not enough to get the right people on the bus and the wrong people off, but the right people in the right seats." The role of HR might be to hire people, but when you have the wrong people in the wrong positions for the skill set they bring to the table, it will still be disastrous. That's why organizations, especially the personnel in HR, need to spend time on recruiting and staffing and to understand the trends of if too.

As the economy continues its uphill and downhill trek, organizations are continually finding it cumbersome to hire the right people. In human resource departments, recruiting and staffing is one of the most vital aspects of the job. HR administrators want to be find people to fill positions, but in the quickest, most efficient manner while evaluating the fit of the person to the organization.

When resources are limited or are deteriorating, HR can use various methods to be more confident in their choices on new hires:

By using current, devoted employees as talent scouts, HR will be less apprehensive about referrals to their company. Current employees are the best advertisement of the company after all, as a place of employment. If employees speak highly of their work and the environment in the office, their contacts would be more interested in working with the company; and because current employees know the workplace culture the best, they will have a better understanding of the needs of the organization too. It's a simple and direct way to recruit.

Employer branding is another effective approach to hiring those who will work best with the company. It's important because job seekers will already have an idea of the company's culture and attitude. Branding should be fresh and appealing, especially since the workforce is a younger generation. Although this is an important aspect of recruiting and staffing, one survey from the International Public Management Association for Human Resources, found that on most companies don't focus on branding. Instead, to make their organization's more attractive they offer enhanced benefits, higher wages, and flexible working schedules.

Mobile recruiting is always a fresh way to appeal to a younger generation of workers too. Through Facebook, LinkedIn, Twitter, and GooglePlus employers can scout for talent. People spend a lot of time on social media so these are great ways to attract and recruit new hires to your company. Now too, with one click to apply with a resume, it's easier than ever to apply for jobs.

There is also value in automated applicant tracking systems. From the survey previously mentioned, companies said this about online applicant tracking:

  • improved efficiency in recruitment: 49%
  • better collection and understanding of skills and competencies: 32%
  • improved speed of staffing: 31%
  • increase in quality recruits: 21%

Online applicant tracking gives HR more time to focus on other duties of their position to ensure the company is able to achieve optimal success.

Keep in mind these strategies during the recruitment and hiring stage of HR. The right people will produce quality employees and enable company success, while the wrong people will do the opposite and hinder performance. Even in a technology driven society, the human power behind the technology should fit the culture and daily workings of the organization to reach goals and have ultimate success.

Check out other related blogs:

Recruiting Strategy, Talent Acquisition

Topics: Recruiting Strategies