Time to Spring Clean Your Recruiting Processes

by Laurie Ruettimann | Posted | Talent Acquisition

Time to Spring Clean Your Recruiting Processes

Spring always makes me think of my grandmother—a formidable woman with an unwavering sense of gender equality—who had a laborious spring-cleaning tradition. My grandmother did the basics like rotating seasonal linens and cleaning out cabinets that were already clean in the first place, but she also scrubbed floors and washed windows like it was nobody’s business.

As my grandmother got older, I suggested that she ease off and stop worrying about the nooks and crannies in her cupboards and floors. Dust bunnies don’t kill anyone, but climbing on a ladder is dangerous.

But Gramma never eased off. That wasn’t her style. She always told me, “Do the hard work now. It’s easier to stay on top of a clean house than a pig pen.”

I bet you have a grandmother like mine. While it feels impossible to stay on top of every inch of dirt and grime in your house—especially with kids, long commutes, and afterschool activities—it is easy to embody the spirit of our grandparents and proactively clean up our dirt.

So let’s use spring as an excuse to spruce up our old and dusty recruiting processes.

Rethink your requisition management process

Budgets are budgets, and most talent acquisition professionals start the hiring process when there is a vacancy on the organization chart. That makes sense, but now it’s possible to proactively address talent needs before someone taps you on the shoulder and tells you that Tommy just turned in his two-week notice.

Instead of hiring based on openings, ask your team leaders to write hiring goals into their own objectives. Managers and supervisors should be compelled to conduct a specific number of informational interviews each quarter. They should be required to attend a predetermined number of networking events. And HR should never step foot on a college campus without a hiring manager or executive leader in tow.

Take succession management seriously

Back in the day, it was enough to roll out a career ladder and a nine-box grid and call it a day. But with cloud-based HR technologies, managers can log into an HRIS system and make evidenced-based decisions based on performance management, project management and workforce planning data within a simple and integrated dashboard.

And human resources can use people-intelligence solutions that combine engagement surveys and analytics to spot at-risk employees. If you haven’t looked into these solutions, springtime is the right time to start exploring.

Invest in training without spending a bunch of money

Fancy and expensive training courses with sketchy ROI? Ain't nobody got time for that! Online education is exploding. From MOOCs to websites like Coursera and Quora, there is no reason why you can’t find sensible alternatives to costly training programs.

I love springtime. The days are longer and the skies are brighter. Do you want to spend your days mired in the misery of backfilling a requisition for a worker who is leaving for greener pastures?

No way.

Be like my grandmother and tackle your recruiting projects in one fell swoop. When possible, make two job offers: promote a smart and talented colleague into a new job and then find a new, great candidate who can join your company to learn and grow.

And use your extra time to tackle those dust bunnies under your sofa.

Your Turn: What other suggestions do you have for dusting off your recruiting processes and making them more relevant?

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