Quarsh Blog

Sorting Out In-House Recruitment | Part 1

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: 

  1. Know what you do well and what you need to work on
  2. Understand the ways that how you recruit impacts on who you recruit
  3. 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
  4. 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
  5. Get the right people doing the right stuff, and keep training them to do better
  6. 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.

 

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