Is your recruitment strategy the best one?
But I am not alone.
There have been many lessons over the past six months that have led to the rebuild of Marketing Eye internationally, namely the fact that we cannot rely on a seemingly foolproof retainer system, nor can we ever not plan for a rainy day. Nothing is foolproof and there will be rainy days that vary in magnitude.
DOWNLOAD RECRUITMENT DECK https://www.marketingeye.com.au/recruitment-service/jobs-at-marketing-eye.html - feel free to use as an example, copy or be inspired by the Marketing Eye deck.
While many companies are retrenching employees, part of our rebuild is to recruit the best talent, which is proving to be easier than first thought. However, if 2020 has taught me something, it's a lesson in patience.
After cutting costs fast and focusing efforts on driving new sales, disrupting the marketing services that we provide and creating opportunities, we are on track to build out the company and once again start an aggressive growth plan.
Part of this plan is of course bringing on board talented marketers and creatives that bring something to the table.
But first, we did something every business should do:
- Take a hard look at the business. Is the business sustainable and geared for growth?
- Do we have the best onboarding process? Is the position descriptions accompanied with key performance indicators?
- What personality profile are we looking for in each position? Does this profile complement the entire team?
- What learning and development programs do we have in place for our team?
- How can we help new recruits become the best possible person at their particular role?
- What is our plan if the person doesn't work out?
- What budget do we have in place for recruitment?
- Is recruitment just about recruiting or is it also about branding and marketing?
- What resources do new recruits have at their disposal?
- Do they have an internal coach available to them?
- Do they have a mentor to help them grow personally and professionally?
Once the above is identified, we are able to start the process. It's important to have the following for each role:
- A clear and concise job description
- Professional goals clearly identified for each role
- Onboarding manual that is up-to-date
- Information on the role, company and culture for the candidate to review BEFORE going to an interview
- An interview process that is COVID friendly
- Team buy-in to the role and the candidates
- Ensure that you have a mental health policy accompanied by a WFH policy
From a marketing perspective there are a number of ways to market to potential candidates:
- Post job advertisements on job boards (steer away from one's that are not credible or that don't fit your code of ethics)
- Post job on social media platforms
- Create a landing page on your website
- Send out the job advertisement to past candidates
- Create a video on your company culture to share with potential employees
- Ask existing employees if you have their permission to give out their email address or LinkedIn profiles so potential candidates can contact them and ask questions
It's important to get the recruitment process right. The bigger investment you put into the recruitment process, the greater outcomes you will receive. If you can engage your current employees in the process, you will find that you will get greater traction.
Learn to not rely on job posting platforms and start building your own database of talent. Job posting platforms are becoming obsolete and are chasing revenue by not being focused on the best outcome for their client and the candidate. It's time push them to the side and create your own recruitment program.