All-4-HR Blog Spot: Streamlining Your Recruiting Process

Once your organization decides there is a need to hire, the recruiting process should be reviewed. I recommend you review your recruiting process every year to ensure that you have the best practices in place to acquire the best talent as well as retain your top talent. It is helpful to utilize some of the great HR metrics to assess just how the organization has done in the past. In order to assess where your organization is, I always say you have to know where the organization has been.

You can start with conducting a need analysis. Needs analysis is the formal process that sits alongside Requirements Analysis and focuses on the human elements of the requirements. Training Needs Analysis is the process of identifying training needs in an organization for the purpose of improving employee job performance. Training Needs Analysis is also a great way to determine if a position should be perhaps broken up as it is too cumbersome or difficult for one employee. You may want to consider job sharing with certain positions depending on the outcome of the Training Analysis.

The needs analysis is conduced even before the pre-screen process. You also may conduct a turnover analysis. Some positions are considered high-turnover positions. Is there is a better way to retain employees that will stay. While some companies may be somewhat constrained due to the compensation offered, there steps to take to try and retain employees in high-turnover positions. Be sure that employees are leaving a position because of a person.

Using referrals is an excellent method of attracting and retaining employees. You may want to utilize an internal network. Ask employees if they know potential candidates for a particular position and create incentives. Studies show that there is a relatively higher retention rate among employees who are hired based on referrals by other employees.

Even before you get to this point, be certain the position well-defined. Free Job analysis checklist.

Know the job	Know attitudes	Form a recruitment team
Know the market	Make applying for a job easy.	Spread the responsibility
Write catchy ads	Tap into untapped labor market	Find out why employee are leaving and fix the problems.

Be creative in your job sources:

Internal referrals	Former employees	Job sharing	Telecommuting
Labor unions	Job fairs	Company website	Online job boards
Technical colleges	Headhunters	Temporary agencies	State/public employment agencies
Trade/professional organizations	College campuses	Previous applications	Social media sites
Contract workers