Sorting Out In-House Recruitment | Part 1
- Post By: Lucy James
Improving in-house or internal recruitment has massive benefits, whether you’ve got a huge team or individual hiring managers doing their own thing. In this blog, we look at how to improve your in-house recruitment capabilities, irrespective of your size, scale and market sector.
Most people we talk to know that their recruitment process needs work, whether they’re a big company or small. It’s astonishing how many businesses don’t know how much they spend on recruitment. Our whitepaper around the costs of recruitment breaks this down and is worth a read, as it’s the first step to getting some control over your future.
There are two parts to recruitment: execution (or getting bums on seats) and strategy. The execution piece isn’t too complicated, providing the strategy is sound. Here, we look at what that strategy needs to involve:
- Know what you do well and what you need to work on
- Understand the ways that how you recruit impacts on who you recruit
- Know what your business needs to achieve. This can be broad brush or specific, but always aligned with the skills you will need to reach those goals
- Create a recruitment workflow that meets the needs of all of your stakeholders, from metrics for the Board (and what they mean) to interview packs for hiring managers
- Get the right people doing the right stuff, and keep training them to do better
- Check, check and check again – how are your metrics performing and how is your company strategy changing.
Easy, right? And we’d agree. But it’s time-consuming and complicated, with lots of analysis to carry out, not to mention comparison work, trialling different systems and rolling out a change programme.
Let’s break it down into manageable chunks. And remember, this applies to companies of all size, whether you’re hiring 5 or 500 people in a year.