Gorilla Glue’s motto is, “Get the job done right the first time.” Apparently most companies aren’t following Gorilla Glue’s mantra when it comes to hiring — according to a recent article on Inc.com, 40 percent of employees who quit their jobs in 2013 left within six months of starting. This presents an opportunity for recruiting firms, who can help clients utilize recruiting strategies to find, place, and retain employees who will stick Gorilla Glue strong.
Recruiters have unique skills, including honing in on a job order’s specifics, discussing onboarding procedures, tracking results with recruiting software — actions that help determine what candidate will be “just right” and stay long term.
Recruiting Strategy #1: Gain Clarity on the New Position.
You’re an expert at delving into what a job will really, truly be like and what it can offer your candidates’ long-term careers. Help candidates clarify if this will be an excellent fit or a “pass” by sharing your expertise on the following:
Contract employees or statement of work (SOW) candidates should be clear on how long the contract will last, deadlines, if there will be opportunities for additional work and other factors specific to contingent work.
Recruiting Strategy #2: Encourage Insight During Interviews. Recruiters should encourage candidates to actively ask questions and get a strong feel for the company and the position. The last thing you want is for your candidate to leave questions unasked, only to discover later that there are frequent weekends on call for IT, expectations of working late nights or a micromanaging supervisor, and then quit. For their part, clients should hone in on not just what the candidate can do now, but in the future as they grow in their role.
A recent study found that professionals who have more experience are less concerned about salary and more focused on living a good lifestyle, which includes work-life balance. Recruiters should make sure that top candidates have absolute clarity on the intensity and pacing.
Recruiting Strategy #3: Follow Up After Placements. As part of your firm’s long-term recruiting strategies, recruiters should follow up with candidates after they’re placed in order to analyze the quality of the placement, hear about onboarding processes and share feedback with clients.
Lucas says that “length of service” data can help both recruiting companies and candidates have insight about a company. “If people are booking it out the door in six months … it’s because … management stinks,” she writes. High turnover is a definite red flag.
Your recruiting team can use your tried-and-true recruiting strategies to help clients find employees who stay long term. From gaining clarity on the position to encouraging insightful questions during interviews, your team can be of true value to clients. Like Gorilla Glue, you can help your clients find candidates who stick — the first time.
Discover more recruiting strategies that your firm should know about regarding the re-recruiting trend in our whitepaper, “How Staffing Professionals Can Counter Companies That Re-Recruit.”