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Employees are vital to a business's success–they accomplish a company’s mission, drive revenue, and shape customer opinions about their organization. Essentially, they’re the lifeblood of the business. For this reason, assembling a highly productive workforce is essential. But how can you do this?Recruitment and learning and development (L&D) can help you build and nurture a workforce that delivers satisfactory results. With businesses navigating the new world of work, these areas of HR have become more crucial than ever. Let’s look at several strategies to improve your hiring process and workplace learning initiatives.

» Finding the Right People for Your Organization

Growing your workforce starts with recruitment. Firms usually acquire talent from the outside, giving them new skills and experience to leverage. Furthermore, outside hires help companies to get a fresh perspective and a new approach to specific organizational functions. The latter emerges as organizations replace vital individuals in their workforce.If you’re after great talent, consider including the following recruitment tactics in your enterprise strategy.

» Set Your Recruitment Goals

Before you source, screen, evaluate, and hire applicants, you should set recruitment goals based on your organization’s criteria. You can use the SMART (Specific, Measurable, Achievable, Relevant, and Time-based) framework to define these goals. Setting SMART goals for your recruitment process may involve the following:
  • Identifying job vacancies that need to be filled
  • Establishing relevant recruitment key performance indicators (KPIs)
  • Providing your HR team with the resources they need to recruit talent
  • Setting specific timeframes for your hiring goals
Ultimately, the SMART framework can help your HR department implement a more viable hiring process.

» Develop & Leverage Your Employer Brand

Your business has to sell itself to job seekers to convince them to work for your organization. Strong employer branding will help you greatly in this area.But what exactly is employer branding? It’s how your organization markets itself to prospective employees. Your employer brand shows your firm’s mission, vision, and values. Simply put, it introduces your organization to job seekers and tells them what makes it stand out and why they should work for you, not the competition.As you find talent, it’s crucial to incorporate your brand into your website, careers pages, job postings, and social media profiles. This way, candidates will know what your company can offer them.

» Write Compelling Job Descriptions

One of the simplest ways to impress job seekers is through job postings. You can attract suitable applicants by writing thorough, accurate, and compelling job descriptions. It’s also recommended that you make them concise, relevant, organized, and professional.Don’t forget to write job descriptions that:
  • Reflect your company culture.
  • Show transparency regarding pay and requirements.
  • Provide applicants with clear information about vacant positions.

» Reach Job Seekers on Social Media

Nowadays, many companies are eyeing millennials. And there’s no doubt that the best way to find them is through social media, which recruiters now leverage to hire suitable candidates. Social recruiting is about finding talent, advertising vacant positions, and reaching out to applicants.When hiring employees over social media, ensure your company’s profiles and posts reflect its values and employer brand. It’ll help your organization attract the right talent and establish it as an employer job seekers would want to work for.

» Use an Applicant Tracking System

An applicant tracking system or ATS automates job postings and candidate sourcing. ATS software may include the following features:
  • Sharing job postings to multiple recruitment portals with a click
  • Classifying applicants based on specific criteria
  • Scheduling interviews with candidates
The market offers numerous ATS tools, with each fitting specific needs. Hence, research is crucial to get the best ATS for your organization.

» Produce Recruitment Videos

Videos can also lead you to your ideal applicants. Job postings with videos have seen 800% more engagement than traditional postings, proving this method’s effectiveness.To reach more candidates, be sure your videos provide vital information. Those details include the role you’re trying to fill and its responsibilities. Remember to highlight your company’s mission and values through your recruitment videos. It’s an excellent way to boost your employer brand.Some applicants may also be curious about your hiring process or company. Consider answering these questions in your recruitment videos too. And most importantly, shine the spotlight on your current employees who best represent your company and end videos by encouraging candidates to apply.

» Consider Previous Applicants

Companies narrow their candidate pool to several qualified candidates during the recruitment process. As a result, some skilled applicants get rejected. But rejection shouldn’t mean these applicants can’t try their luck with your organization again.If you have a vacant position past candidates have applied for, take a second look at their resumes. These people already know your company and may have new skills and a fresh perspective to offer you. Reach out to them when you have the chance.

» View Applicants as Customers

When entertaining job seekers, remember that they’re like your customers or clients. In other words, candidates have the final say regarding who is the best employer for them. Given this, it’s essential to make prospective employees feel welcome and enthusiastic about joining your company. This way, they will see your organization as an excellent place to work and grow.Moreover, it’s crucial to answer everyone’s questions promptly and remain transparent about their application status. Finally, encourage applicants to give you honest feedback and listen to those critiques. Feedback helps you improve your recruitment process.

» Make Interviews More Comfortable & Unique

Interviews also allow you to convince job seekers that they should choose you. Applicants go through this stage first, so making it as comfortable and stress-free as possible is necessary.Like the other phases of your recruitment process, you should create a welcoming environment that reflects your workplace culture. You might want to bring in other team members to help you introduce your company to applicants and choose the best candidates.Most importantly, it pays to differentiate your interview process from other employers. A unique experience can lead to positive perceptions about your organization.

» Implement an Employee Referral Program

This program allows employees to refer suitable candidates for your job vacancies. Many referral programs typically offer incentives to encourage staff participation. These rewards can come in the form of cash bonuses, extra paid leaves, or vouchers from a particular commercial establishment.An employee referral program can help you:
  • Attract local candidates.
  • Have pre-screening in place.
  • Get employees invested in your recruitment process.
  • Improve your team’s dynamics.
Also, this method turns your employees into a recruiting team, giving you access to a vast talent pool.

» Measure the Success of Your Recruitment Process

Recruitment is defined by its human touch, but there’s no harm in making it data-driven. Data and hiring metrics let you determine what’s working and what you can improve in your recruiting process.Ultimately, hiring metrics help you find the best talent. Familiarizing yourself with these metrics ensures that your hiring process goes smoothly.When measuring recruitment success, you can use KPIs. These figures help you see whether your hiring process works and identify its strengths and weaknesses. Many companies use KPIs like “time to hire” and “number of qualified candidates” to assess their recruitment efforts. The best hiring KPIs have simple calculations that make the process tangible and transparent.

» Provide Employees with Growth Opportunities

Over time, team members may want to improve their skills or try other roles. This is where learning and development (L&D) comes in.Companies that utilize L&D efforts can help employees build vital skills and experience, making them an excellent use of organizational resources. L&D can even boost employee morale and, in turn, employee engagement.Here are several learning strategies you can use to help employees grow professionally.

» Determine Specific Needs Your L&D Program Should Tackle

As your L&D program goes through enterprise planning, you’ll need to identify what areas it should focus on. See if you have specific skill gaps to fill and determine which skills your L&D program can help develop. These steps can help your organization become more efficient and productive.

» Establish Metrics to Measure Your Program’s Success

Metrics should also be a crucial part of your L&D efforts. With these benchmarks, you can assess your L&D program’s success. Metrics for evaluating your program can include:
  • Cost of training
  • User-friendliness of training software
  • Employee engagement
  • Number of employees who finished specific courses
  • Total time spent on training
Use these standards to know what’s working and how you can improve your L&D initiatives.

» Use a Learning Management System

Executing L&D strategies can be challenging. You’ll have to create and tailor training materials to employee needs, monitor learner progress, and compile resources for particular skills.If you want to lessen your workload, a learning management system (LMS) can help you perform and streamline these tasks.LMS software serves as a hub for your company’s learning resources. You can add, organize, edit, and remove content from the system, which is helpful if you deliver multiple training materials. And if your enterprise trains employees regularly, using an LMS can boost efficiency.

» Make Learning Flexible

People learn in different ways. Hence, it’s crucial to provide employees with flexible learning resources. Training materials catering to specific schedules and interests work best, so be sure you deliver those resources.Since there’s always new technology and knowledge to learn, don’t forget to update your training materials to reflect these changes. Then, store these resources in a learning platform accessible via multiple mobile devices (e.g., smartphones and tablets).

» Map Out an Employee’s Career Path

Employers typically initiate career pathing sessions for their employees. This responsibility falls on HR teams who assign employees to specific roles. You can make this process engaging by letting team members propose their desired career paths.Once you’ve discussed an employee’s career goals, you can determine the skills they should refine or learn. Doing so encourages them to acquire those skills by themselves or through training.

» Switch Up Tasks and Jobs Duties

By switching responsibilities and jobs, employees can attain new skills and put their current skill sets to good use. Job rotation is ideal for those who view their initial tasks as repetitive. It breaks the monotony and makes particular roles suitable for team members.

» Personalize Training & Learning Methods

Each job requires specific skills, making personalized learning a must. When producing your training materials, ensure they fit an employee’s particular role, experience, and skill set.New employees, for instance, would need intensive onboarding to learn everything about your company. With an LMS, you can take the stress out of helping them build essential skills and follow company rules.

» Improve Your L&D Program with Employee Feedback

Not all L&D programs are perfect, but feedback can help improve them. Ask team members how they’d like to develop their skills, then use their responses to make necessary changes. Employee feedback can point you toward the right L&D strategies to implement.

» Improve Your Firm’s Hiring Process & Learning Experience

Employees are a company’s most valuable asset. They lead organizations toward success. Thus, choosing top talent and encouraging their professional development is vital. Effective recruitment and building strategies will help you accomplish those crucial tasks and succeed.

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