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Home : Employment Resources : Recruitment
Looking Inward – Whether employers are struggling with attracting the right employee at the right time with the right skills or are just becoming aware of a looming skills and labour shortage, it is important that they start with having a good look at their current recruiting practices.
A major challenge facing employers currently is to be able to change recruitment strategies fast enough to cope with new technology and new environmental, social and labour force demands. This is the time for employers to develop a list of recruitment strategies based on current and future labour market supply and demand.
A Well Developed Recruitment Plan
Once a broad-based analysis of recruitment challenges/opportunities is developed, employers should initiate a clearly defined recruitment plan with standardized replicable procedures for attracting, advertising, interviewing and hiring employees.
The following questions can assist employers to develop a recruitment plan:
- What is your workforce situation? What labour or skills shortages are you facing now and may face in the future?
- Where and when will retirement waves hit your business or organization? Who do you need to recruit to address this?
- What employee attributes and workplace behaviours are necessary and have you developed a checklist that outlines these clearly?
- What are the potential sources for recruitment – feeder programs (schools, employment assistance programs, government-sponsored programs)?
- Do you need part-time, full-time or project-based workers? Are there areas where work can be outsourced to home-based contractors?
- What age cohort best suits the employee needs of your business/organization?
- What trends and labour market information do you need to be aware of?
- Do you have a clear understanding that many workers have transferable skills from other sectors that can be utilized in your business/organization?
- Do you need to update your advertising and job posting practices to appeal to different age groups and work preferences?
- Do you need to expand where you advertise?
- Do you need to revisit and update your interviewing questions and process?
- Do you use current assessment and diagnostic tools as part of the interview process?
- Do you need assistance to develop “scenario” interview questions that will surface whether the potential employee can problem solve challenges your business/organizations face?
- Have you identified where there are gaps in accessing local training opportunities for yourself and y our existing and potential employees so you can inform local employment/self-employment and educational institutions of your current need?
Taking the time to develop a solid recruitment plan will save time and money in the long run.
