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The Ultimate Guide to Building A Kick-Ass Recruitment Team


Last week, we chatted about how much of a difficult environment companies now face due to many developments worldwide such as aging populations, political instability and social & technological changes. This has brought an eagle-eyed focus on recruiters everywhere who are under increasing pressure to make kick-ass hires. The cost of bad hire can be difficult to estimate but SHRM estimate that it can cost up to fives times the person’s annual salary which can be even higher depending on the person’s tenure and seniority.

But how do you go about making sure this doesn’t happen? You might say optimising candidate experience. Or looking elsewhere for talent pools. Or introducing more screening and assessment. But a good recruiting process starts with building a fantastic recruitment team who have the skills and expertise to deliver on business objectives. Developing an effective recruitment team is more important than ever so here is our ultimate guide to building a kick-ass one!

Integrate Recruitment with the Rest of the Business

First things first – make sure your function and job role is viewed as a critical aspect of the business. It can be said that recruitment, while of high importance, is sometimes placed in low value when compared to sales for example. So what can you do here to be perceived differently?

Well, you should start building relationships with other departments and work on growing your presence. Set up meetings between your team and other business units and get a better understanding of the overall business, while at the same time showcasing how your team can help the company achieve its overarching goals. For example – by hiring top performing talent, we can bring in new ideas and innovative solutions to the challenges we currently face, helping fuel company growth. Also, these interactions are great opportunities to see how each business unit can help each other e.g. employee referral programs.

Be Smart When Hiring First Employees

Often neglected by recruiters but this is a critical step when building your recruitment team which you must get right! The first hires you make will create the DNA of your team and also the company you are working at. This may seem daunting at first but if you undertake any tasks, tactics and strategies with the end goal in mind, you will have a better chance of making great first hires!

Put some time into developing a great job description that offers a good amount of detail. The more detailed you are, the clearer you will be when it comes to deciding on the best candidates. You should also ensure that you do structured interviews (see graph below). With structured interviews, potential recruiters will get asked the same questions for the same job and there is a pre-developed system for evaluating results which allows you to better determine which candidates are the best fit. Also, it won’t harm to get a second pair of eyes when evaluating candidates so you are in no doubt that objective decisions are being made. Some competencies you should measure for today’s recruitment landscape include industry expertise, social media proficiency and networking ability.


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Provide an Awesome Onboarding Programme and Effective Training

A little over 40% of all American workers quit within the first six months of starting a new job. This number is even higher for the business services industry, which clocks over a crazy 50%. Think about that – that’s over half of the candidates you hire leaving within 6 months and you looking bad in front of senior management – yikes! There are 2 things you can do to avoid this.


Employee Turnover in Business Services industry

Onboarding: The first thing is provide a great onboarding process for your new recruiters. Onboarding does not just mean having their computer set up on the first day but goes much more beyond this! Before they start, try connecting the new recruit to their team, send details for their first day and send them any forms to be signed. On their first day, show them around the offices again, update them on company policies and provide a list of achievable tasks that they can start working on. Overtime, have regular check ins, ask for feedback and have them shadow all departments in the company so they get a good understanding of the different cogs in the business!

Training: The second thing is providing good and tailored training for each recruiter. A great training program will give new staff the confidence to perform their role so make sure your new recruits take it seriously. Training should be centered on developing cross-functional relationships, identifying new business opportunities and making sure they understand the core values of the business.

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Utilise the Specific Skills Within Your Team Effectively

No one recruiter is the same. One recruiter might be stronger at using advanced social media and marketing to find the best active candidates, while another recruiter may be adept at using boolean and email marketing to find and attract top passive candidates. If you are able to build your recruitment team strategically by accommodating for all of the recruiters you hire, this will lead to better teamwork and in turn help you to achieve your recruitment goals.

Engaged Recruiters Will Achieve Their Goals

The same can be said for all company-wide teams but the knack of a recruitment team to achieve their objective depends upon the effectiveness of employee engagement strategies. Is a recruiter who is not connected with the company they work for really going to perform a good job? Of course not. So it’s in your best interests to develop top employee engagement strategies. Let’s quickly look at some of the things you can do to keep your recruitment team engaged:

  • Encourage involvement in company-wide initiatives: If there are currently no opportunities for promotion, encouraging your team to get involved in the bigger picture will keep the job interesting.
  • Develop a culture of innovation and creativity: This will provide new insights and a sense of accomplishment.
  • Encourage open communication: Have a team meeting at least once a week to get an insight into what is important to your team. Let them express their ideas and address their concerns as much as you can.
  • Provide educational opportunities: Work with individuals on their personal development plans and give them avenues to achieve their goals by giving them specific projects, recommending certifications and suggesting workshops/seminars.
  • Share information: Keep recruiters informed about what is going on within the company and how their job contributes to the big picture. Be truthful in your communication.

A great case study you can refer to for employee engagement strategies is that of department store Harrods, who regularly use employee surveys in order to create strategic plans for increased employee engagement and trust. This is something you can use when ensuring employee engagement for your team. All of these things will help increase recruiter retention, making your team better placed to achieve objectives.



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