As a recruiter, you know that when it comes to hiring you need to take a proactive approach. You build a candidate pipeline full of talented people knowing that when roles become available, you’ve got a ready-made pool of candidates to draw from. Pretty simple, right? But what happens when your company goes through an unexpected period of growth? Do you think your two-person recruitment team can handle hiring 50 new employees over the next month?
Unless they’re superhuman, the answer is most likely no, and if that’s the case, then it’s time to grow your recruitment team beyond the dynamic duo or even the fantastic four you currently lead.
Be proactive when it comes to recruiter recruitment
Companies grow, it’s one of those undisputed facts of business. And while these periods of growth can sometimes come all of a sudden, it’s our job as recruiters to expect the unexpected. As we mentioned earlier, this is why we place such importance on building a solid candidate pipeline.
But as a mechanic’s car is often the last car to receive attention so too do we recruiters sometimes neglect our own needs. And this is why so many recruiters find themselves in a situation where they have to build a team as quickly as possible but have no suitable candidates to call upon.
Taking a reactive approach to this eventuality will no doubt slow down your hiring process which as a result, could end up costing the company more money in the long run.
So be proactive and include recruiters in your candidate pipeline. In fact, you should be doing this anyway. Recruiters change roles too and should one of your team leave unexpectedly; you don’t want to be left in the lurch.
What to do when the clock is ticking?
If you’ve already found yourself in the unenviable position of needing to grow your team in a hurry, there’s no need to panic just yet.
Follow theses 5 tips and you will be fine:
1. Ensure your onboarding process is on point
There’s no point in hiring an uber-talented recruiter only for them to feel like a spare tyre for the first month or two. It’s counterproductive at best and completely unprofessional at worst. You are a recruiter after all.
Create an onboarding and training plan to rule them all. A program that leaves no stone unturned and which is designed to not only get the most out of your new recruiter but also to make them feel comfortable in their new surroundings.
If this means working in tandem with another recruiter to ‘learn the ropes’ then so be it. Just do whatever it takes to ensure that your new hire can be brought up to speed in a suitable time frame. And although it seems strange to say so, don’t rush it. It’s better to do it right than to do it quickly no matter how much pressure your current team is under.
2. Encourage referrals
Treat hiring your recruiters as you would hiring an employee for any other department in the company. And that means making use of referrals. Make sure that every employee understands that you are expanding the recruitment team and there will be a reward for those who recommend any successful candidates.
We have spoken before about how employee referral programs can reduce your cost per hire as well as speeding the entire process up. Not only that, but retention rates when using referral programs are as high as 46% compared to 33% when using other recruitment methods. Still on the fence about referrals?
3. Use non-recruitment employees for smaller tasks
If recruitment is a high priority for the company, then it might be possible to get all hands to the pumps for a short period. Asking office administration staff to handle some non-specialised tasks could give you the extra time required to focus your efforts on bringing in experienced recruiters.
Take care though as you don’t want this to last for too long. Ideally, you’ll want all of your recruitment tasks handled by those with experience.
4. Automate whenever possible
This particular tip is usually reserved for accelerating your time to hire. However, there’s a lot to be said for automation when it comes to expanding your team. Use those systems you already have in place for sourcing and hiring candidates to speed up your search for new team members.
But in truth, automating your processes is similar to using non-recruitment employees for smaller tasks. It gives you more time to focus on hiring the right recruiter for your team (every little helps.)
5. Bring an external team member on board
One surefire way to ensure that your small team isn’t overwhelmed is to bring in an external team member. This could be a recruiter from an agency, a freelancer that works only on specific projects, or a specialist that can handle one particular aspect of your recruitment.
Outsourcing in this way allows you to add experience to the team almost immediately and gives you more time to fill the role permanently. Many recruiters that take this approach often end up using their new external team member on a long-term basis. So think of this not only as a chance to instantly add experience to your team but to up your recruitment game overall.
Although the clock may be ticking, it’s important that you maintain your standards when adding to your team. Your new recruiter must be capable of course, but they must also be a good culture fit. Don’t lower the bar simply because you’re under pressure. Make use of those time-saving systems and bring an external team member on board if needed. Above all else, never ‘make do’ and hire a recruiter you’re not enthusiastic about working with.
If you’re looking for the perfect external team member that can add bags of experience and no small amount of skill to your team, then look no further. Our sourcing consultants here at vsource have the recruitment chops to bring your game to the next level. Book a free no obligation demo today, and we’ll show you what we can do.