Knowing where to focus efforts may be a recruiting manager’s most important task. To do this, it’s necessary to keep up with the state of the profession as well as the needs of one’s particular company. Here are a few things recruiting leaders are buzzing about, and what these important topics can teach leaders about what to concentrate on with their teams:
The Value of Top Performers
Top performers are an integral part of any company. Research by Bain & Company shows top performers are approximately four times more productive than their average-performing peers. Depending on the industry and the position, this difference can be of serious financial importance to a company. Because of this, companies must seek top performers, and must attempt to make them the majority of the workforce. A company with higher human capital productivity will bring in greater financial results.
HBR insists one of the first steps to attracting top performers is making an internal investment in sourcing, qualifying and hiring top talent. This is because people within the industry are most likely to understand what makes a top performer in the first place. For the same reason, HBR recommends inviting line managers, or those who will work with the new hire, to interviews, rather than only hiring managers and other recruiting professionals. With applicant tracking software that allows for collaboration, coordinating interviews of this kind is easier than ever.
Job analysis is the process of identifying the traits and skills of your ideal candidate, and it’s getting a lot of press recently for good reason. Having a firm notion of what precisely is necessary for your next top performer makes it easier to know when you have found him or her. A traditional job analysis may involve significant work and many experts, according to an article by Dr. Charles Handler. Survey data is often used, as is other data down to minute details. This can take a long time to do, and can mean a waste of time and resources. Instead, Handler suggests job analysis studies can function equally well in most cases as a set of a few key elements that are necessary for the next person to hold the job in question. Indeed, it’s possible that big data will lead to databases that can automate the process of creating a job analysis report for recruiters.
Professionals should consider whether they perform job analysis now, and whether the process can be streamlined to make it more effective and useful.
Precision Job Descriptions
It is important for firms to have the appropriate job descriptions – indeed, most companies should take a second and third look at their job descriptions. Job listings have the dual purpose of outlining the ideal candidate and serving as prospective employees’ first introduction to the company. This means they need to be both informative and on-brand, which can be a difficult balance to strike.
Using an all-in-one recruiting software solution can help refine job descriptions – for instance, a recruiter can draft one, but it won’t be posted until his or her manager approves of it, possibly with revisions that will make it more accurate and exciting.