Do You Need to Refine Your Recruiting?

Recruiting talent has moved from a tactical HR activity to a strategic business priority. This has been driven by the steep decline in employee retention and demand for talent.

When you work with Soteria HR, we cultivate a relationship with you and your business. It’s not just about filling jobs; it’s refining the entire recruiting process for your company to position you for long-term success.

The Relevance of Recruiting

Gone are the days of recruiting as an ad hoc, rushed, “post and pray” process. Companies are taking more control to yield an excellent candidate to optimize success and minimize costs.

The U.S. Department of Labor claims a bad hire can cost your business 30% of your employee’s first-year earnings. Recruiting new employees should be treated just as any other important business function would, with experienced professionals taking the reins.

A Deloitte survey revealed that 83% of talent say a negative recruiting experience can change their mind about a role or company they once liked. In comparison, 87% of talent say a positive interview experience can change their mind about a role or company they once doubted.

What is Recruiting?

Let’s take a moment to define recruiting. Recruitment is the process of scoping out a job position, attracting, screening, interviewing, and selecting candidates for an open role in an organization. Many HR execs include hiring and onboarding the chosen candidates.

We recommend creating and following a flexible framework for your selection process. If you customize the process for every candidate, you risk spending too much time with candidates for high-level positions and insufficient time spent with candidates for low-level positions. You need good people at all levels. Keep reminding yourself that finding the most qualified candidate is worth the effort, no matter the job level.

Using the Best to Get the Best

An essential part of our HR consulting includes guiding you through the best recruiting practices to strengthen your competitive advantage to attract talent. Below are three best practices:

  1. Communication
    It is essential to communicate clearly with recruiters, HR professionals, hiring managers, and job applicants throughout recruitment. Good communication includes posting accurate job descriptions, quickly responding to job applicants with a “yes,” “no,” or a simple update, and keeping the right people in the loop about the status of each candidate. When appropriate, share job openings and descriptions across your entire organization to prompt referrals.
  1. Tracking Candidates
    It is important to be organized and use a standardized approach to track candidates during the entire recruiting process. We can recommend various software and tracking systems to help you. You want to avoid overlooking candidates or confusing their individual skills and experience details.
  1. Outward Facing Marketing
    Employee recruitment is a continuous process throughout your company’s lifecycle. Your hiring brand should have a steady presence in the marketplace. This means that your company is “always-on” by using consistent and appropriate branding strategies for your company on social media platforms that are best suited for your company and industry.

When you are ready to hire, leverage social media, job boards, and your network to fill the open position. Be sure you explain why someone would want to join your team and how they benefit by working with your organization.

Reigning in Recruiting

Soteria HR will ensure that your organization has the right talent coming through the door, but more than that, we will help you understand how to make that happen. Reach out to us here.


Samantha Harwood