By Grace Mansah-Owusu
Waiting for staff to leave, then being bombarded with the immense processes and the high cost of recruiting other members of staff has become a staple form of recruitment for many organisations.
Although method is sometimes the norm, reacting to staff shortages in this way may not always be the efficient method of enhancing staff retention and performance. With an increasingly skills based and knowledge focused talent pool, trying a different approach to recruitment may prove to be fruitful. According to an article from HR Magazine (2011) UK talent acquisition costs have risen to over £5,311 compared to £2,226 in the US. This trend has apparently down to the large reliance on agency recruitment that takes place within the UK as opposed to the US. Below is a figure which demonstrates the characteristics of a reactive recruitment culture.
Characteristics of a reactive recruitment culture
A proactive recruitment culture
In contrast, focusing on the development of existing employees in order to retain staff and increase motivation, whilst having a rolling recruitment cycle maybe a more effective way of maintaining high quality employees.
A proactive recruitment style may be also part of developing individuals who are highly committed to the organisation and can also focus on weaker parts of the business, departments which have a high employee turnover or areas which the company is expanding. In addition, proactive recruitment offers a way in which the recruitment process may be increasingly direct and organisations can maintain and attract employees. It can also allow organisations to become less exposed to market conditions and may even shorten the recruitment life cycle.
Characteristics of a proactive recruitment culture
How to create a proactive recruitment culture
Organisations can move towards creating a proactive recruitment cuture by:
- Having a rolling recruitment process for certain expanding departments or roles
- Constantly be aware of trends in recruitment and engage in employee referral schemes and social media
- Training HR Departments to have conversations with individuals to understand the full individual, not just their job roles before and during offering the role
- Working to gain insight about these individuals so the new recruits fit into the organisation
- Encouraging working groups and networks to encourage best practice and to tap into other suitable potential recruits
Grace Mansah-Owusu is a member of the British Psychological Society and has had 6 years experience working in a variety of organisations in diversity, training, assessment, selection and lecturing. She has recently submitted her PhD which focused on the boundaryless career and its applicability to black knowledge intensive workers in the UK.
Grace is an active blogger and would like to spread awareness of human resources trends and information to increase organisational effectiveness and employee well being.