How to get your recruitment function ready for the new financial year!

The end of a financial year is a great time to review your recruitment function to get it running smoothly and efficiently for the new financial year. Here are 6 easy steps to follow when reviewing your recruitment function:

  1. Evaluate your recruitment function’s strengths and weaknesses.

A new financial year is a great time to take stock of what you have been doing well, as well as what hasn’t been working so well. If you’re not the one doing the majority of the recruitment leg work, it would be best to get input from those doing the leg work as they might notice some parts of the process that you don’t.

  1. Review and/or create vital position descriptions.

It is hard to recruit for a position when you are not 100% clear on its role and responsibilities, because you can’t find something when you don’t know what you are looking for. Therefore, it is best to create or review position descriptions prior to even writing any advertisements. If you aren’t in HR, it is best to get the input of HR professionals, even if you don’t have a HR team in your organisation, recruitment agencies like Harrison McMillan would be happy to help.

  1. Review your talent retention strategy.

What makes your organisation a great place to work? What do you offer that other organisations do not? These are questions you should be asking when reviewing your retention strategy. In order to attract new employees and keep existing ones, you need to demonstrate what makes your organisation an attractive place to work, and you need to demonstrate this visibly throughout your employment process.

  1. Determine your recruitment strategy.

How do you recruit? What assessments do you have in place to ensure you get the right candidate for your role? Is it at on par with current best practice recruitment processes? If you’re not sure where your recruitment process sits, take our free Recruitment Health Check or download our free Recruitment Best Practice Guide.

  1. Use technology through the recruitment process to create efficiencies.

More often than not, Hiring Managers are time poor during recruitment processes, and that means that sometimes steps can be missed or overlooked. This is where technology can come into play. Using different technologies, such as video interviewing and/or Psychometric testing can create efficiencies in your recruitment process and get you the best candidate. If you’re not sure what technology can increase your recruitment efficiencies, give the team at Harrison McMillan a call and see how they can help.

  1. Examine your Shortlisting and interviewing process.

The best hiring managers spend more time during the shortlisting process than any other part of the recruitment process! They screen out heavily and interview the most relevant candidates. This is where your reviewed or created position descriptions come into effect – candidates should be assessed based on the selection criteria in the PD throughout the whole process and not separately through different stages of the process, and the assessment should be replicable for all applicants.