Find out how to fast track the recruitment process to reduce turnover.
Background:
A mid-size engineering company known for its creative solutions and dedication to quality reached out for help after facing significant turnover in its administration department. Over the last year, they noticed a worrying trend where key administrative positions were often left unfilled for extended periods. This situation increased workloads for existing staff and led to a dip in overall morale. Despite their efforts to change job duties and improve advertising, they struggled to find the right candidates who fit their needs.
Challenge:
The company took a good look at their recruitment process and identified a few key issues. They found that many applicants were either overqualified, underqualified, or didn’t perform well in interviews. Overqualified candidates often wanted higher salaries or more senior roles, while underqualified ones lacked the skills needed to do the job. Some candidates looked great on paper but didn’t shine during interviews, which made the hiring process frustrating.
This mismatch not only prolonged the time it took to hire but also created an urgent need for a better recruitment strategy that would attract the right talent. On top of that, the competitive job market in the engineering sector made it even tougher to find suitable candidates. The company realised that without a solid recruitment strategy, they risked falling behind in terms of efficiency and customer service.
Solution:
Revamping the Recruitment Process – To tackle these challenges, our team rolled up our sleeves and put together a new recruitment strategy with several key steps:
1. Assessment and Strategy Development:
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- We kicked off with a thorough assessment of the existing recruitment practices. This involved looking at past hiring data, gathering feedback from hiring managers, and chatting with current employees about their experiences during the hiring process.
- Our team then crafted a clear recruitment process that defined the roles and responsibilities for each position. This helped ensure all applicants understood what was expected and what they could achieve in the long run.
2. Effective Communication:
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- We created detailed job descriptions that not only listed qualifications but also highlighted the company culture and values. This was vital for attracting candidates who would be a good fit both in terms of skills and company culture.
- We also utilised targeted advertising strategies to reach specific demographics and professional networks, allowing us to connect with potential applicants who had the right skills.
3. Streamlined Shortlisting:
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- We set up a fast-tracked process for evaluating applications. By establishing clear criteria, we made sure only relevant candidates moved forward in the selection process.
- In just four days, our team managed to shortlist candidates from a large pool of 250 applicants. This significant cut allowed hiring managers to focus on fewer candidates, making it easier to assess them properly.
4. Optimising the Interview Process:
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- To improve interview quality, we developed structured interview guides tailored to each role. These guides included behavioural and situational questions that assessed not just technical skills but also soft skills like communication and teamwork.
- We also trained interviewers on effective techniques to ensure fairness and consistency during evaluations. This helped reduce biases and led to better decision-making overall.
5. Feedback and Continuous Improvement:
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- After each hiring cycle, we set up a feedback loop involving hiring managers and selected candidates. This allowed us to gather insights about candidate experiences and identify areas for improvement.
- By analysing this feedback, we could continuously refine our strategies to better meet the changing needs of the organisation.
Outcome:
The revamped recruitment approach delivered fantastic results:
- Candidates Shortlisted: The number of potential candidates dropped to 38, making it easier for hiring managers to evaluate them thoroughly without feeling overwhelmed.
- Interviews Conducted: We organised on-site interviews for 4 carefully selected candidates, ensuring each person was thoroughly assessed against our established criteria. The structured interviews led to more consistent evaluations across the board.
- Successful Hires: In the end, the client successfully hired two qualified candidates who perfectly matched their needs. These new hires not only brought valuable skills but also fit seamlessly into the company culture, boosting team dynamics and collaboration.
The impact of this recruitment overhaul went beyond just filling positions; it also lifted employee morale within the organisation. Current staff felt relieved as workloads became more manageable with qualified team members onboard. Plus, the streamlined recruitment process laid a solid foundation for future hiring efforts, giving the company tools and strategies to consistently attract top talent.
Additional Support:
We also provided strategic advice on salary ranges, enabling the client to confidently make offers to both candidates immediately. This proactive hiring approach prevented the need to return to the market later in the year, saving time and resources.
Conclusion:
By taking a close look at their recruitment processes and making strategic changes, the mid-size engineering company tackled their challenges head-on. With a focus on clear communication, streamlined shortlisting, and continuous improvement, they filled critical administrative roles while enhancing overall efficiency. This successful approach can serve as a helpful model for other companies facing similar recruitment hurdles in today’s competitive job market.
