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These Are the 3 Biggest Trends in Workforce Innovation

Keeping up with the changing world requires constant innovation — and this includes hiring. Evolving technology, the shifting generational makeup of the workforce, and a candidate-centric market[...]

February 18, 2020

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Why You Need to Hire Consciously (and How to Do It)

The secret to becoming a better company and having happy, motivated employees? Recruiting with purpose. 

 

When you hire consciously, you align your recruiting efforts to your organization’s mission and long-term goals. Instead of hiring someobne solely based on their skills, you consider the bigger picture to ensure that new hires believe in the higher purpose or mission. In this way, you not only select candidates who raise the talent bar, but also the ones who are more engaged and will ultimately stick around.

As an example, in 2014, KPMG evolved it’s organizational purpose: Inspire Confidence, Empower Change. Yes, they still provided audit, tax, and advisory services, but their mission shifted to having a greater impact.

They launched an internal marketing campaign to emphasize the new mission and encouraged employees to recognize their role in enabling this impact. The results were incredible. Employee participation far exceeded expectations, morale scores soared, and turnover took a nosedive. The firm even enjoyed one of its best financial years, ranking as the fastest growing of the Big Four public accounting firms.

The lesson from KPMG’s story: when every part of the organization — from its business processes to its individual employees — is aligned with the mission, the results are extraordinary. And it’s an incredibly important reminder for the recruiting industry. After all, recruiting isn’t just about filling vacant positions, it’s about finding the right people to propel a business forward. 

To hire consciously, be mindful of recruiting’s ultimate purpose: to find people who help the company achieve its goals.

Six Elements of Conscious Hiring

1. Measure quality


Unfortunately, only about one-third of U.S. companies monitor whether their hiring practices result in quality employees. Rather than focusing on process-related key performance indicators (KPIs) like time-to-hire, cost-per-hire, and source-of-hire, consider identifying and measuring KPIs related to quality-of-hire and retention.

 

2. Align your talent acquisition strategy to business goals


It’s not enough to use haphazard recruiting efforts to fill vacancies. You need to develop a talent acquisition strategy that aligns with where the company is going.

For instance, if your company is planning to enter a new market, hire people with experience in that specific market. Keep an eye on business trends that could be disruptive in the future and act with foresight. For example, if AI is about to change how your industry functions, invest in candidates with expertise in this new technology.

 

3. Set realistic expectations for candidates and hiring managers

A mismatch between expectations and reality sets people up for disappointment. When candidates are disappointed once they’ve become employees, they’ll likely perform poorly, or worse, jump ship. So, recruiters should paint a realistic picture of the role and its day-to-day work. Being clear about work requirements and expectations allows genuinely interested candidates to make the cut, while less interested ones can opt-out, leaving you with people who are more likely to be engaged in their work. 

Similarly, hiring managers can unknowingly set unrealistic expectations because the role isn’t clearly defined. Start by considering what a high-performing individual looks like in the open role(s). Ask yourself: What are the necessary competencies? How is “success” defined in this position? Then, survey the talent market to analyze whether the pay and benefits available match the skill level.

 

4. Hire for outcomes, not qualifications


What you really need from an employee is the ability to get the job done, and done well. In other words, you need the right outcomes from your employees, but traditional recruiting systems aren’t built for this. 

So, how do you fix that? Build job descriptions that identify the actual work to be accomplished and articulate about five key performance objectives. Then, look for evidence of each candidate’s ability to deliver on those goals. Ask the candidate to describe a related accomplishment for each performance objective, allowing you to identify their ability to get the job done. 

 

5. Align values, motivation, and cultural fit


Research confirms that employees who believe in the company’s mission are more engaged, happier at work, and less likely to quit their job. This is especially true for millennials and Gen Z, who increasingly make up the majority of the workforce.  

Emphasize your mission and values throughout the recruiting process. Ensure that all written communications reflect your values, use interviews to assess cultural fit, and make sure the nonverbal elements of your recruiting process communicate your values, too. 

 

6. Pick technology that actually works

There’s no denying that hiring technology is essential to staying competitive in the candidate market. But do your research. Many claim to use AI to improve hiring efficiency, but the actual effectiveness may not be validated. Consider what you actually need out of a software system. Is it sourcing? Organization? Onboarding? All of the above? Defining what you need will help decide what technology will work best.

Crowdstaffing 360 allows your team to manage your entire contingent hiring program in one place. All candidate data lives in one spot, so instead of using multiple recruiting tools, you can fuse all tasks into one platform and optimize every part of the recruiting and hiring cycle.

Watch our video or request a demo today to see how it works.

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