Your recruitment team holds the key to hiring great new talent for your company. They build candidate relationships and manage a talent pipeline to ensure that the organisation is optimally skilled and able to achieve its core objectives at all times.
Initially, a business may rely on department heads to hire people for their respective sections. However, with continued growth this eventually becomes unsustainable, and putting a dedicated team in place whose sole function is to recruit and hire is key.
To give you a head start, we have collated a few useful tips for building a hiring team that really understands the needs of your business. Keep reading to find out how to beat the competition in the war for talent.
Why It’s Important To Have A Great Recruitment Team
Engaging a team to hire new talent ensures that no one person controls the recruitment process. It’s better for reducing the chance of unconscious bias in hiring and one-dimensional decision making.
A team brings together a wealth of experience and understanding of the company, which leads to:
- A well-rounded and fair recruitment process
- Balanced decision-making for critical hires
- Easier onboarding and team integration
- Added accountability in the hiring process
- Ensuring a better cultural and team fit
Essentially, your team should reflect the cross-disciplines of your company. This will help you reap the benefits and hire individuals that reflect the culture of your business.
Tips For Assembling Your Team
Assembling your dream team is not as simple as just selecting the right people. You must also ensure they are appropriately trained and equipped with relevant skills that will do your business justice.
Determine Which Roles You Need
This primarily depends upon the size of your company! In smaller businesses, HR might be a single person or a team of individuals who have an additional job to do in the company.
However, as the business expands, the team will grow and be made up of employees whose sole purpose is recruitment.
There is no rulebook on the most effective way to assemble your team, but consider the needs of your company. For example, do you need a lot of tech people? Consider a specialised tech recruiter!
Also, consider the following as a general rule of thumb: hire an HR generalist if you are a small company. Then, as you expand, hire in specialists such as sourcers, junior and senior recruiters, recruiting coordinators, and talent acquisition managers who can tackle the specific HR functions as necessary.
Build In Relationships With Other Departments
An all-star team needs to know exactly what each role within the organisation entails as well as who the various business sections are looking for as talent additions to their own departments.
Because of this, building a successful team means inserting it into the organisation infrastructure in such a way that the members know all aspects of the company inside-out. This ensures that they can work effectively for the business, are clear on the talent requirements, and know where it’s lacking.
Go about this by scheduling meetings between the team and different departments so that they can fully explore the talent requirements.
Train Your Recruitment Team
Consider how you want your recruiting team to carry out their role, and train them as necessary to increase efficiency. Perhaps reactive recruitment works best for your business. Alternatively, proactive and interactive approaches might be more suitable when scouting for future employees.
Here are some good areas to consider training your recruitment team in:
- Building relationships beyond their current network
- Sourcing candidates away from their usual sites
- Selling techniques for the company brand
- Training in recruiting software as well as on the personal front
Keep Your Team Engaged
Frequently remind your team why they are doing what they are doing. Also, let them know that they are valued to keep up morale. Without suitable engagement that results in job satisfaction, it is unlikely that they will do their job to the best of their ability.
Ideas to keep up motivation levels include rewarding them financially or with experiences. Or you could provide educational opportunities or specific career development courses to help the person reach new heights in their career and personally.
Know Your Team’s Strengths and Weaknesses
Each recruiter performs their job differently due to their differing skill sets. Harness each individual's strengths and weaknesses and embrace the diversity of your team. For example, one may be better at spotting candidates on social media while another prefers networking in person. Instead of trying to make your recruiters fit a mould, acknowledge and leverage their uniqueness to get the most from the team.
Set goals for each team member and the team as a whole. That way, if they are continually falling short you can analyse why that is and attempt to rectify the issue.
If you’re using the &Team platform, the recruiting dashboard will give you actionable insights into areas in need of improvement.
A successful recruitment department is critical for fulfilling the goals of a company. Ensure you have the right sort of people with different specialities, strengths, and weaknesses. Train them up to the standard you seek, and they, in turn, will strengthen the company as a whole.