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Just about every company is looking to hire throughout this year. Multiple job openings are usually a sign of business growth. But with the national quit rate at its highest and turnover increasing—it’s not all good news.
Companies looking to hire this year will need to have a competitive hiring plan in place to be successful.
Hiring plans are the strategic process a business takes to increase headcount or staff. Instead of just going out and hiring when you lose someone, a hiring plan factors in the company’s financials and creates an approach to fill and track all roles.
A hiring plan is important to avoid over-promising on roles, recruiting for positions that don’t have leadership’s buy-in, and to account for long-term staffing success. A hiring plan starts with a need. Besides the obvious indicator that you’ve lost an employee and need to replace their role, it might be time to increase your staff if your:
Even if you think it’s time to grow your team, you might not be able to. Before moving forward with hiring, businesses should assess their financial ability to hire. Then, follow these steps:
Having a plan is necessary to successfully hire new employees. But in this job market, it’s not the only thing you’ll need to be competitive. Businesses should consider other strategies or tactics to improve their recruiting efforts.
To ensure your hiring plan is successful this year, you might have to get a bit more creative when it comes to your recruiting efforts. Any strategy that can help you get more targeted and efficient in your hiring process will help combat the current competitive job market. There are a variety of ways to do this, but here are three options you can implement right away.
Job descriptions are usually the first step in the recruitment process and where candidates become aware of your company. As a result, they’re critical to get right. But over the past few years, Jobvite reports less than 10% of career site visitors click and apply after reading a job description.
While some of this is due to the job application process itself, shrinking attention spans also make it challenging to capture applicants’ eyes. Ultimately, a good job description has everything to do with getting candidates to apply, so review these tips to write better job descriptions.
Just because you have open positions today, doesn’t mean the talent you want is available. Hiring requires patience. Timing your hiring strategy isn’t always possible, but if you can, it increases your chances of finding candidates ready for a job offer.
Not hiring at the appropriate time could lead to reduced employee morale, customer service could suffer, and ultimately a lack of business growth. Start with the most critical hiring needs you have or the roles that can take longer to fill. Then ask yourself these questions as you consider the timing of a hire:
The U.S. Bureau of Labor and Statistics reports that 85 percent of jobs are filled by networking. That’s because networking can result in better quality candidates, faster hiring, and reduced turnover.
Networking to hire doesn’t have to be hard. If you aren’t familiar with how to network to hire, here are some steps you can take to get started.
The strategies above, combined with a hiring plan, won’t make hiring automatic, but they will make it easier and more efficient in the current job market. With these steps, you’ll be hiring and onboarding new team members in no time.
When businesses are looking to grow, many of them turn to recruiting agencies for support. But recruiters can charge 15-20% of a position’s annual salary to fill. And after helping fill the role, agencies move on while you’re left with the task of onboarding them.
Obsidian HR is a full-service HR partner that can help hire and onboard your new team members. We also offer support to pay, manage, and protect your people from payroll to benefits to workers’ compensation. Our online platform and services make it easy to take care of:
Reach out to us today to learn more! And if you’re looking for more information on how to hire better, review our best practices for interviewing.