Businesses are always looking for ways to expand and grow, so there is a need for recruitment. However, as a business owner, you cannot start recruiting employees without a proven strategy.

Therefore, you need a solid recruitment policy to guide every recruitment process. A recruitment policy is a framework that outlines your business’s recruitment practices and strategies; it ensures you hire suitable candidates for the job.

It doesn’t end there. After you hire the employee(s), you will need to manage the team and ensure a smooth relationship between new and existing staff. Therefore, this article discusses seven tips to help you build a solid recruitment policy and manage your business team effectively.

Tips to have a great recruitment policy and manage your business teams better

Having a solid recruitment policy and efficiently managing your business team can determine its success or failure. These seven tips will help you create a winning recruitment policy and manage your team.

1. Give attention to your staff’s well-being

The state of your employees’ health should be of utmost importance to you as their employer. Staff well-being describes how an employee’s job affects their total health and happiness. Are they happy doing their assigned tasks or do they keep looking at the clock?

During the hiring process, if the potential employees see that your current staff are in good health, physically and mentally, they will be encouraged to join your team. Also, managing your business team will be less of a hassle if you have always shown interest in your employees’ well-being from the jump.

Unfortunately, many managers and employers ignore their staff’s well-being and still expect them to carry out their duties efficiently. When you focus on staff well-being, there’s bound to be increased productivity.

Apart from a better recruitment strategy and easy team management, you get several other benefits when concerned with your employees’ well-being. These include:

• Improved employee recruitment and retention
• High employee morale
• Positive employee health behavior
• Healthy employees

2. Use employee engagement software in your recruitment process

Employee engagement describes the level of enthusiasm and dedication an employee shows to their job. Sometimes, employers confuse engagement and employee satisfaction or use them interchangeably. But they are not the same and have distinctive differences.

Employee engagement measures your employees’ level of motivation and commitment to the business. On the other hand, employee satisfaction focuses on how happy and content your employees are.

Thankfully, several employee engagement software help managers and employers increase employee engagement. For instance, Alaya encourages your employees to “do good at work.”

This platform engages your employees through good deeds like volunteering, donations, and encouraging them to try positive habits. Additionally, it is an all-in-one software that helps you build a purpose-driven culture in your place of work.

When choosing your employee engagement software, there are some features you have to look out for before making your choice. These include:

• Ability to evaluate your employee performance
• Provision of training tools for employees
• Survey and feedback platforms
• Easy integration
• Mobile-friendly and user-friendly

Lastly, by introducing employee engagement software to your recruitment process, you streamline the onboarding process. This is because the developers create it in a way that makes old and new employees comfortable. So, new hires easily become a part of the team, instead of feeling disconnected. Also, potential employees who do not fit into your company’s vision can decide to leave at the beginning stages of recruitment when they experience the engagement processes. This leaves you with employees who fit in and believe in your goals.

3. Carry out pre-employment DISC tests for potential employees

A DISC test is a behaviour test that allows you to assess the behaviour and personality of your candidates for a particular role in your business. The test was inspired by the model developed by William Marston, a psychologist, for behavioural assessment.

This test classifies how human beings express emotions into four behaviour types: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). The test will help you understand your potential hires and even current team members.

When you understand their personality and behaviours, you will find it easier to collaborate and communicate with your team members. Also, you will be able to determine if a candidate’s personality fits in with your business culture. 

TestGorilla provides a very efficient pre-employment DISC test that you can adopt to recruit and hire the very best for your business.

The test asks candidates to conduct a self-evaluation where they score themselves between 1 and 5 for each of the 48 statements provided. 1 means very inaccurate while 5 is very accurate. This means the candidates will score each statement based on how accurately they relate to their lifestyle or personality.

After the evaluation, the test will produce the results, which give you a general description of the candidate’s behavioural type. This will provide insights into the candidate’s best traits and challenges, making the recruitment process more straightforward.  What’s more, you get to assign tasks to everyone based on what they excel in.

4. Focus on employer branding

Employer branding could be likened to advertising your business to potential candidates and explaining why they should choose you as their employer. It is the perception that your current (and potential) employees have about your business.

It involves establishing your company’s values, work culture, and personality to see if they align with your ideal candidates. Employer branding does not include manipulating candidates into thinking a business is better than it is; it should be done honestly.

Candidates will be more interested in joining your team when you manage your brand actively, respond to reviews, and give updates about your business’s culture or work environment. Also, excellent employer branding gives you an advantage in the recruitment process.

With the right image and goal, you will retain your best employees because they will be more invested in your business. So, in building an excellent recruitment policy and business team, focus on your employer brand and branding. People believe what you show them more than the promises you make, so, show up as your best version.

5. Create referral programs for your employees

When creating a recruitment policy, include an employee referral program. Involving your staff in the hiring process gives you an added perspective on whether an applicant fits the role they applied for. It also helps your employees feel more connected with the company’s goals.

An employee referral program has the following benefits:

• A reduction in the hiring time
• Reduced workload
• Drastic reduction in the recruitment cost
• A strengthened bond between new and existing employees
• Improved quality of hire
• Better employer branding
• Improved employee retention and engagement rate

After a successful hire, offer your staff incentives or rewards for recommending candidates for a vacant job position. The reward is often monetary, but you can decide to be different and offer incentives like shopping sprees, weekend getaways, etc. 

6. Establish your company culture

Your company culture is a crucial element for having a solid recruitment policy and managing your team. When you market your company culture, you will not only recruit the top talent; you also retain them.

The attitudes and behaviours of a business and its employees make up their shared culture. It also refers to those shared values, attributes, and characteristics in a business or organization.

A company’s culture is evident in the way the employees interact with one another and the principles that shape their decisions. It could also include the work environment, mission, ethics, goals, leadership style, etc. To share such information with your teams, you can utilize one-page templates putting all the important data in one place.

Just as your employer branding plays a huge role in determining the choices in candidates, shared norms also influence the decisions of your potential employees.

Lastly, if the company culture is weak, employees will not feel motivated and valued. Then, morale and performance will suffer, and managing them might become challenging.

7. Utilize technology in the recruitment process

Technology has made a significant impact in every aspect of the world today, and its influence on business is enormous. Using technology in HR responsibilities like the recruitment process makes the otherwise complex task more manageable.

For instance, Recruitee is an excellent tech innovation that helps recruit new staff. This collaborative hiring software helps businesses build winning teams. You can bring your hiring team together in one place, automate your hiring, and evaluate your potential employees efficiently.

When it comes to managing business teams, technology has also found a way to assist managers and employers in this responsibility. With a platform like Monday.com, you can organize everything related to your business in one workspace. So take advantage of tech when creating your recruitment policy.

Conclusion

A recruitment policy guides your recruiting and hiring process. If your policy is not solid, you might not end up with suitable employees for your business. As a result, managing them might prove difficult.

This article has provided you with seven tips to solidify your recruitment policy and management skills as an employer. Follow them prudently to get the best outcome.

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