Replacing an employee costs a company roughly 33% of the employee's annual salary. That’s only the direct cost. High turnover also costs in terms of productivity and company morale. That’s why employee retention of productive employees is a metric that reflects well on everyone, not just human resources.
Employers can no longer rely solely on resumes and candidate interviews to make a sound hiring decision. While both are an important part of the recruitment process, neither accurately report past performance, behavior, and other risk factors that could make a candidate a potential bad hire for a company. Having a pre-screening, or pre-employment screening process in place will help illuminate any risk factors that may be present before hiring an individual to your team.
How can your company make the best use of social media in your recruitment process? Many companies are asking the same question. With many different social media channels, use cases for the job seeker vs. the employer, and finding time to execute a social media strategy to completeness can be daunting.
The best candidates are searching for a great place to work in addition to a job that is a good fit for their skills when looking at job descriptions. They want to impact your organization, grow personally, and connect in a meaningful way with their colleagues. To find these candidates, you must focus on employer brand in your job descriptions. Communicating your employer brand to candidates within the job description can help your candidates answer these questions:
Taking the time to hire individuals that suit your company, who want to help your company reach its objectives is imperative to its success. For decades, companies have approached recruiting with a fill-the-position-quickly mindset. This is a mistake. As we grow in HR, and learn new strategies, it is becoming the norm to have a complete talent acquisition strategy in place of simple recruiting.
