5 crucial tips for a successful recruitment

If you are just embarking on your recruitment journey, here are 5 crucial tips for a successful recruitment.

Invest time in building relationships

Investing time in networking and building relationships with recruiters, executive search firms, and university placement officers. Through their expertise and connections, you can easily hire the best employee for your firm.

Involve your employees in the hiring process

Existing employees can help you in recommending excellent candidates for your firm. As your employees understand your firm’s culture, they tend to recommend people who are most likely to fit in.

Use your website to attract talent

Create a dedicated employment section within your website. Use the employment section to talk about your organisation’s culture, and why should a candidate apply to your firm. Of course, keep these sections updated with the latest jobs available within your firm.

Pay better than your competitors

Another key step is to survey the local job market and take a look at the industry’s compensation trends. An obvious solution is to pay better than the average to attract and keep the best talent.

Check references when recruiting employees

A thorough reference check is the most important step in hiring an employee. It will give you an idea if the chosen candidate can do the job and contribute to your growth and development. At the same time, it will also help you understand your potential employee’s behaviour, attitude and motivation.

To meet a TASC representative, or share your staffing requirement, contact us.

4 important ways to ensure employee engagement

Engaged and productive employees are the key to an organisation’s success. 87% of engaged employees less likely to leave an organisation than the disengaged counterparts. Yet, ensuring employee engagement can be quite challenging. As a leading staffing and recruitment company, the TASC team interacts with employees, recruiters, hiring managers and HR team members on a daily basis. Based on this experience, here are 4 important ways to ensure employee engagement.

1 – Involve employees in the company’s goals and strategy.

Employees feel lack of affinity towards their company especially because they aren’t fully aware of the company’s goals and ambitions. It denotes a lack of trust issues between the employee and the employer. But when the organisation keeps their employees in the loop about their future course of action and strategies, they feel trusted as a part of the organisation. A recent study reveals that only 40% employees are aligned to their company’s goals and strategy. Check if your organisation has a better goal and strategy alignment.

2 – Provide valuable, constructive feedback from time to time.

Companies that provide timely and constructive feedback to their employees have witnessed more engagement from such workers. Regular feedback and keeping them engaged goes a long way in not only boosting their productivity but also adding more revenue to the organisation. Of course, the manner in which feedback is provided should be positive and constructive. It’s equally important to provide feedback to employees when they have done a good job or met expectations. Does your organisation have a mechanism of sharing positive feedback and constructive criticism?

3 – Avoid overloading your best performers.

Often managers tend to overload their best performers with more work. This will result in diminished work quality, lower employee morale and productivity. Let your best performers shoulder the responsibility of the most business-critical activity relevant to their job. Manage the non-critical activities through other employees or consider outsourcing. This will make your best performer motivate to deliver outstanding results on projects and activities that matter the most. A motivated performer is easy to retain, and highly beneficial to the organisation.

4 – Build a positive work environment.

A growing misconception that has increasingly hampered organisations towards retaining their employees has been their inability to assess, as to why does an employee wish to leave. The popular perception has always been money but more-often-than-not, employees tend to leave due to company’s work atmosphere, weekly offs, quality of work, top management, etc.

To meet a TASC representative, or share your staffing requirement, contact us.