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5 hiring hints for busy managers

Laurianne Laval Strategy Leave a Comment

Need to hire someone and find your recruitment request down the stack in HR department, well it’s time to take thing in hand.

Hard and time consuming work you said, yes, maybe, if you are following the same path as your HR department do.

It takes an average of 29 days to fill an open position using online job posting (mostly JobBoards) but before post it wait and pray you have to create the job description and after that answer to each applicants which is the real struggle for a busy manager.

Thankfully here are 5 hints to recruit specially made for busy managers

1- Remember you have a team

As a human being you should have a network (if not there is something wrong with you) and as a busy manager you might already asked them if they know someone who can match your open position.

But what about your team – Who know the best what skills and personnality is required to complete your team than your team ?

An employee is still and will stay your best brand ambassador knowing exactly what the job is and what you need to get it.
Personnality is mostly ingored in recruitment process, after all are all the HR employees know your team as well as you ? Clearly no. Your job description with then sound like a skills’ shopping list.

Humanized it by asking your team before or as the same time as your HR department, referral take less time than job posting and better applicants, your employee would never propose resume that doesn’t match at all, same as people with skills but wrong values.

They are the best matching tool you could ever find on the market.

Don’t forget to reward your employees

To recruit effectively and reduce recruitment costs by using only social referrals, it is important to consider the sensitivity of your employees. Rewards must be done for smaller steps; not just for success.

A strategy too exclusively focused on pure performance has been widely applied in the United States and has resulted in a gradual demobilization: some employees, discouraged, will no longer participate because they never win.

2 – Propose serious gaming

The more stakes, the better the game is.

However, the game takes its full meaning when it amplifies the collective action. Observe the social impact of games like Angry Birds or Candy Crush and the regularity with which a large part of the population are playing (just look around you on the subway).

Now imagine your employees use the same energy to open their address book to help your company to recruit …

3- Communicate your needs

Talking with your employees to let them know the progress, and then thanking them for participating, will motivate them more than any rewards.

As your new brand ambassador, they might take their role really seriously and share more information about your values and your culture than only job offers. They become more concerned with your image, because nobody wants to work for a company that has a poor public image.

Your employees are the guardians of your reputation and they can have a major positive or negative impact on your recruitment.

4- Don’t rely only on your employees; get engaged too

Even if your employees are bringing most of your applicants and future employees, that doesn’t mean that you don’t have to communicate on your job offers by other avenues.

Their networks are open now but candidates need more than just a simple job offer, and sometimes your employees will not have the time to explain the job position, the company’s culture and values. This is why you have to communicate about it on your own social media pages. Remember: each social network has its own purpose, and don’t forget to update your career pages as well as close all job offers once they are filled. If you don’t, your employees could become disengaged. They are trusting you enough to recruit for you; don’t let them down.

Because your employees have the same values as yours, they will only propose applicants with personalities that are a match, reducing time and energy for HR, and creating a real team spirit plus long term image for your company.

5-  Choose the right tool

Instead of recruiting manually, or with an old-school tool, you must select a new tool. The old model is time consuming for your HR department as well as your employees, and no one wants to decrease the productivity to lower the recruitment budget.

There are plenty of new software programs, mostly in Saas version available in recruitment: Gild for the developer, or Zao for all type of profiles. Some of them include matching tools too like Fairwa.re.

If you are willing to recruit abroad, know that laws change from country to country. Some laws protect the individuals’ data, meaning you can’t ask your employees to upload the resume of an applicant; they would have to grant authority first, or, through tools named above, they can apply themselves by referral. This is why it’s called a social referral program.

A social referral tool allow you to post your job offer, invite all your employee to the software, and, with features like serious gaming and a reward program, motivate them to share your offers on their own social networks.

So why outsource candidate sourcing when your employees are your best recruiters?

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Laurianne Laval

Laurianne is a reporter & writer @HumanAge and Growth Hacker @Fairwa.re. She is a specialist of ancient History, and has studied the role of ancient and modern myths in collective psyche. Superpowers: #Geek #Growth Hacker #Social Media #Gaming #Webmarketing #PR #Innovation #Koopa Shells #Triforce Linkedin profile.

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