One big issue that plenty of recruiters deal with is retention for new hires and it can create a lot of stress in the department of any firm. With a post hire it becomes very difficult to place blame on management or the initial recruiter and there can be some bad feelings.
Often a recruiter will complain that they have limited authority over the final say on hiring decisions, training, and other retention methods. Managers claim that it is often the fault of the front line recruiter who isn't doing the proper research. So who is at fault?
So in order for a manager and a recruiter to be on the same page there has to be some congruency. One of the big things that has to happen is the recruiter needs to be involved more in the whole process from start to finish.
One way to do this is to make the recruiter directly responsible for employee turnover that happens in the first year of the employment. Second they need to have more of a say in the process and given the ability to reject the candidate at any time in the process.
This has improved retention for those companies and the time-to-fill metrics for companies that have done this. This is the same thing with any type of business. As you get employees involved in the whole process they become more aware of their surroundings and willing to take care of customers or employees.
In the end no matter how many interviews and resumes you have, it comes down to recruiting right and finding that ideal candidate before your competition does. If you can quickly respond to the right resumes you are going to get valuable employees.
My suggestion is that you look at ways to automate this whole process. One company that does well with that is Entice Labs and their TalentSeekr product that sends out jobs across numerous niched web sites on the internet.
If you can empower people then you will always get improvements. It is just a matter of finding the right people that take pride in their job and can understand core values to follow. - 15359
Often a recruiter will complain that they have limited authority over the final say on hiring decisions, training, and other retention methods. Managers claim that it is often the fault of the front line recruiter who isn't doing the proper research. So who is at fault?
So in order for a manager and a recruiter to be on the same page there has to be some congruency. One of the big things that has to happen is the recruiter needs to be involved more in the whole process from start to finish.
One way to do this is to make the recruiter directly responsible for employee turnover that happens in the first year of the employment. Second they need to have more of a say in the process and given the ability to reject the candidate at any time in the process.
This has improved retention for those companies and the time-to-fill metrics for companies that have done this. This is the same thing with any type of business. As you get employees involved in the whole process they become more aware of their surroundings and willing to take care of customers or employees.
In the end no matter how many interviews and resumes you have, it comes down to recruiting right and finding that ideal candidate before your competition does. If you can quickly respond to the right resumes you are going to get valuable employees.
My suggestion is that you look at ways to automate this whole process. One company that does well with that is Entice Labs and their TalentSeekr product that sends out jobs across numerous niched web sites on the internet.
If you can empower people then you will always get improvements. It is just a matter of finding the right people that take pride in their job and can understand core values to follow. - 15359
About the Author:
Cade Krueger consults with recruiters as the Director of Sales for Entice Labs and assists recruiters with finding ideal job candidates for inexpensive hires. He also promotes a product for job recruiting that reaches five works the candidates at a fraction of the cost of job boards. This assists to save recruiters work and costs.
