Hit Your 2016 Hiring Goals with These 4 Tips
It’s easy to look at next year’s hiring goals and feel overwhelmed. Each new position needs a job description, which requires drafting, editing and approval. Each new hire represents hours of recruitment, multiple interviews, negotiation, reference checking and onboarding. There’s cultural fit to consider, and then, of course, the stress of the probationary period. And that’s just one new hire. What if you’re looking at 10 new positions in 2016? Or 20?
Hiring is a lot of work, and the pressure to snag high-quality candidates can be intense. But, with a little forethought and strategic planning, you can streamline your hiring process and set yourself up for success. Here are four tips that will help you hit your 2016 hiring goals.
Meet with all department heads – Now
By year-end, most companies are putting the finishing touches on their quarterly goals and strategic plans for the upcoming year. Department heads have managed to extract themselves from the daily minutiae long enough to think big picture and straighten out their priorities. Capitalize on this moment of clarity by scheduling one-on-one time with each manager to get an understanding of everyone’s hiring needs. Ask about new positions, budget and timing. Don’t worry too much about nailing down finished job descriptions; keep the conversation high-level so that you have a chance to speak with everyone. Once you have a sense of the organization’s needs and expectations, build out a 12-month hiring calendar. Use this calendar to address job descriptions and recruitment efforts in order of priority.
Use a funnel formula
One way to ensure you’ll hit your hiring goal is to make sure you hit your sourcing, screening and interviewing goals. Not sure what those should be? Borrow the formula that Eric Feng, CTO at Flipboard, outlined in this article for Fast Company. He divided the hiring process into four phases:
Sourcing. Screening. Interviewing. Hiring
He used multiples of four and worked backwards to set goals for each phase. So, if he wanted to hire one new employee, his goals were to:
Source 64 applicants. Screen 16 candidates. Interview 4 candidates. Hire 1 new employee
(Note how he started with a large number of candidates and reduced that number at every phase, creating a “funnel.”)
You may find that your percentages for each phase need to be higher or lower, but this is a good place to start.
Diversify recruitment channels
Feng’s other big tip? When it comes to recruitment, don’t plan to put all your eggs in one basket. In other words, don’t rely solely on job site postings. Or referrals, or headhunters. Use this time to research appropriate online job boards for each position and interview a handful of different recruitment agencies. Determine how you’ll communicate new job openings internally and build out plans for how you’ll incentivize current employees to refer members of their networks.
Nothing will throw a wrench in your hiring plan like a slew of unexpectedly empty positions. Some turnover is expected, and you should plan for it, but any time you put into retention efforts is actually a smart investment in your hiring plan.
The end of the year is a natural time for reflection, so use it to conduct an employee satisfaction survey. Survey findings will help you identify any HR-related problems that have been brewing, and you may be able to resolve issues before they lead to employees leaving or being terminated. You’ll also get a sense of which employee appreciation activities resonate with staff and what you may want to phase out in the new year.
Jenessa Connor is a Brooklyn-based freelance writer and young adult author. If you don’t find her in front of her computer, check the local movie theaters and restaurants, Prospect Park or the gym at CrossFit 718.