Recruitment of new employees is one of the most important tasks within HR. It is at this stage that we lay the groundwork for the company’s future by selecting the employees and constructing the teams that will eventually carry the company towards success. It is within recruitment that the HR-department can live up to the expectations that comes with being the strategic companion to the management of a company. HR does this by cultivating the skill sets that comply with the strategy.
Nevertheless, recruitment often fails. In fact, 25% of all newly appointed employees stand down from their position within the first year – which is a rather expensive occurrence. It takes a newly appointed employee 6.2 months on average to break-even in the company – break-even being the point in time where the earnings of having the hired employee surpass the expenses. It therefore makes sense that the expenses of losing an employee within the first year amounts to around 150-200% of his yearly salary. There is consequently much to be gained from optimising your recruitment.
Besides the fact that well-executed recruitment makes the employees retain their positions, it also encourages them to become motivated company ambassadors.
Recruitment must be thorough
Well-executed recruitment stems from thorough preparation – simple as that. Yet there seems to be a tendency to reuse old job advertisements. This happens despite the fact that the company is in need of an entirely different job applicant for the position. A position which might have changed radically since the predecessor was hired.
At Garuda, the recruitment begins with an analysis of the job requirements. This analysis determines what skill sets the job dictates, what profile is suitable and who the employee will have to cooperate with internally as well as externally. Then we proceed to consider the job advertisement, the interviews, the rejections and the employment, the onboarding and lastly the future direction of the employee. The analysis of job requirements must take all these steps into consideration and simultaneously keep the overall strategy of the company in mind.
An important part to acknowledge when in the process of recruiting is to remember that the employees do not just sign a physical contract with you and your company. They also sign a mental contract that must consist of all that you agreed upon during the job interview. This must eventually be aligned with the agreements made during the recruitment process.
As seen above, successful recruitment consists of many components with many details to consider. This might be one reason why there is room for improvement for a great number of recruitments.
Recruiting using Garuda’s profiling tools
At Garuda, we have specialised ourselves in the field of recruitment over the course of 35 years. We excel in this field by following the beforementioned steps and by always implementing our profiling tools.
Garuda’s profiling tools are developed in Denmark by Danes, and they aim themselves specifically at the Danish job market and the way Danes do management. Furthermore, Garuda works with different types of profiling tools that address both the hourly worker and the highly qualified specialist – and everyone in between.
We offer the BasisProfile, the FocusProfile and the CompetenceProfile, which continue to evolve in size and profundity. The Profiles can be enhanced further with the addition of logical tests and an onboarding-module, which includes instructions that enable the employee and the manager to make the employment a great success.
Our profiling tools can help improve your recruitment skills. It is up to you whether you only want to make use of the profiling tools, if you require our help as consultants during the interviews, or if you wish for us to construct a complete and individual strategy for recruitment that will consist of tactics for interviews, onboarding and the further development of employees. The specialised strategy may also feature the e-recruiting system JobMatchProfile.