Case Study

In a rapidly growing product-based software company, a full review was undertaken to refine the recruitment plan.  All hiring managers were consulted to obtain a long-list of agencies to be considered.  Following a review of terms and conditions along with a negotiation down of the fees, a much reduced agency listing was implemented.  This preferred supplier listing was implemented and monitored on a quarterly basis with some additions and removals from the list.  In addition, the “Finder’s Fee” was increased and various online adverts were placed.

All initial vacancies were filled within the original target of six months.

Perhaps you’re growing organically and if you’ve a number of positions, recruitment can all too quickly become very time consuming.

With a few simple steps, a Recruitment Kick-Starter solution may be just what your company needs.  For example, this could include the:

• Capture and validation of the recruitment plan
• Creation of clear internal job descriptions and interesting external job adverts
• Identification and training of those involved internally with the process
• Identification of potential candidate sources

By looking at various time horizons, an effective recruitment mix shouldn’t only build a pipeline for today and tomorrow, but also the much longer-term.  This could include school liaison, apprenticeships, internships and university recruiting.

Depending on your current recruitment practices, more advanced solutions could be explored in partnership with you.  For example, if you’re dealing with relatively high volumes, the creation of a simple spreadsheet to track applicants would be a very worthwhile exercise.  This would be a starting point of management information from which future improvements can be driven.  This could include time to hire and the cost per hire.

If the volume is very high, internet-based solutions will become more financially attractive.

The work you have undertaken on Engagement and your Employee Value Proposition will come in very useful here.  This should come through loud and clear on your careers pages in your company website.