Because recruiting leadership positions has become increasingly competitive, many organizations outsource the hiring to recruiting firms.
If an organization has the budget, the benefits are obvious. Recruiting firms have the experience of proactively recruiting candidates using their large databases/networks of candidates with relevant skills. They can offer a more comprehensive hiring process while absorbing responsibility for finding a replacement if their initial candidate does not work out within a certain amount of time.
Not every organization can afford that service, though, and instead uses internal resources to pursue new employees.
If an organization chooses to go that path, there are a few steps it can take to improve its hiring process, regardless of the position, Heminover said.
First, the organization should simplify its job application. According to a survey from CareerBuilder, 60% of potential employees have quit completing a job application because it was too long or complex. Organizations can increase completion rates by reducing the length of the process to five minutes.
The second step should be to review the minimum qualifications on the job listing. Sometimes, organizations use the same listing year after year without revising the qualifications to remove anything outdated or unnecessary.
The third step is to be receptive to applicants with transferable skills who may not have municipal experience. If an organization feels someone will fit well within its ranks, but doesn’t have exactly the right skills, they can offer training to bridge the gap.
That said, when advertising a position, an organization should amplify its brand, ensure its website is current and provide information in such a way as to appeal to all generations of potential candidates. It should use social media like LinkedIn for outreach in addition to its own employees as referral sources.
Most importantly, the organization should stay current on compensation and benefits trends if it wants to be competitive.