Any hiring manager who's struggled to fill an open position knows the challenges of hiring quality employees. With the wide range of job advertising platforms and recruitment techniques, the competition to find top parking industry talent is tougher than ever.
It is not uncommon for hiring managers to struggle with the recruiting process. Many are never properly trained or taught recruiting best practices. At the same time, most internal HR departments are overworked at best. They are usually balancing their time between hiring new people and taking care of current employees.
Unfortunately, this often leads to a poorly executed hiring process which can lead to settling for the wrong hire. The lack of strategic recruiting ends in a loss of competitive advantage and the top talent. Employers who see recruiting and retention as an expense rather than an investment miss out on the biggest opportunity to build their business.
Here are a few telltale signs that indicate you may need help with your recruiting efforts.
1. Dropping the ball.
Do you notice that important parts of the interview process are being left out or forgotten? Is your hiring team not asking the right questions? Is the documentation of your recruiting team’s impressions of candidates minimal or unclear? These are all indications that your team may not have the skills necessary to identify your best candidates.
2. Long recruitment process.
Slow hiring damages business in many ways, including losing top candidates in the late stages of the recruitment process. Companies end up paying candidates more when a candidate gets other higher or more attractive offers.
If your hiring process is longer than the top candidates’ job search, you won’t be able to hire top candidates. A long recruitment process that results in missing out on one single top performing professional is estimated to cost you more than a million dollars. Good hiring takes time, but if the hiring process for a position has gone on for months, this may be a sign that your hiring team is struggling.
3. High employee turnover.
Constant employee turnover creates significant costs. Employers can save money by investing in their hiring practices and adopting workplace policies that promote retention.
In a blog post I wrote earlier this year, I break down the enormous cost of employee turnover. Replacing an employee can cost anywhere from 30 percent of the base salary for a junior employee to 400 percent of the base salary for a seasoned executive.
But high turnover not only costs you money, it also indicates problems in the recruiting process. If you are losing employees left and right, the problem will only compound itself, overwhelming your hiring team to replace them. You also run the risk of bringing down morale among your current employees who have to work short-staffed.
What to do
If you have seen these warning signs, don't panic. You can provide or promote opportunities for your hiring team to learn basic recruiting skills and best practices. Employers can do this by providing advanced training classes, encourage the use of Massive Open Online courses or paying for online or continuing education.
You can also consider working with a third party recruiter to help you find the right candidates. This will give your HR team the time to focus on other tasks and can even learn more about the hiring process at the same time.
Recruiting quality new candidates shouldn't be a shot in the dark. If your hiring department is overwhelmed, the time to take action is now!