1. Evaluate your recruitment function’s strengths and weaknesses
One of the first ways you can get value out of your recruitment function is to evaluate your current recruitment process and consider its strengths and weaknesses. Such as – what do you do well? What areas need improvement? And, what are the parts of the process that are causing you frustration?
Once you have considered your strengths and weaknesses, make a decision on which parts you want to be involved in and which parts you would like assistance with. This way you can examine who else within your organisation has the time or expertise to help or you can go out to your external provider and ask them to provide you a cost for the parts of the process you need.
One of the ways we do this with our clients is that we list all the recruitment process steps required to facilitate a successful end to end process and get them to choose the area of support they need assistance with. From here we provide them a detailed estimation on the amount of time it will take us to conduct these recruitment process steps and the costs associated.
Additionally, you need to consider the level of recruitment expertise that you will require to run the process. Not all recruitment processes will need the same level of support throughout all the recruitment process steps. For example, you may want a more experienced recruitment expert to write the position description, sit in on the interviews and provide strategic advice, however you may not need the same level of expertise to filter through the resumes and acknowledge the receipt of applications to candidates. To ensure you are running your recruitment process as effectively as possible you want to align the right people, with the right skill set to the relevant steps in the process.
Choose the level of recruitment expertise you need
Stay tuned for Part 2 next week where we discuss how to only speak with qualified candidates. Please follow us on social media to ensure you are staying up to date with this series or please subscribe to our mailing list by email firstname.lastname@example.org. If you missed the start of this series please visit our blog: http://harrisonmcmillan.com.au/blog/
To organise a conversation with a Harrison McMillan Director to discuss how our cost effective pricing model could help you to identify and hire the right people, then click to book a conversation.
About the Authors
Dani Cuff and Jodi Walton are the Co-Directors of Harrison McMillan, an affordable yet effective outsourced recruitment solution. Together they possess almost 30 years of Recruitment and Human Resources experience where they have operated within local, national and overseas markets for various organisations including Government, multi-nationals, niche providers, SME’s and start-ups. They reached the point in their careers where they wanted to change the way things were done within the recruitment industry and this is why they started Harrison McMillan.
Harrison McMillan are a team of dedicated and highly experienced recruitment professionals who are here to help you with your recruitment support needs. We know you need to be free to get on with what you do best. That’s why we have created an affordable yet effective outsourced recruitment solution, where we behave as your internal recruitment team to identify and hire the right people for your business.
To find out more about Harrison McMillan visit: www.harrisonmcmillan.com.au