It’s finally 2018 and the new year is the best time to start anew. 2017 was the year of AI recruitment, unconscious bias and workplace diversity, and candidate experience in recruiting.
It’s important for HR and recruitment professionals to conduct a year-end review and evaluate areas where you need to improve on.
So here are important new year’s resolutions you should push for this new year.
Put candidate experience front and center
In the past year, you might have encountered a perfect candidate declining your offer, or perhaps there weren’t enough leads in some of your job ads. Why could this be? Jobseekers today are tough cookies and a lot of them are choosy about the jobs and companies they’ll be working with.
You have to rethink how you’ll attract candidates from publishing the job ad to giving the offer to finally getting them on-boarded. Think of recruiting as a sales and marketing stint: the job seekers are your clients first before they actually become your employees.
Streamline your recruitment process
This is the best time to review your job advertisements, recruiting practices, application forms, interview questions, and screening and selection procedures to ensure they are effective. Avoid questions that could reveal a candidate’s protected class, such as age, disability, and religion.
And remember, keep communication open with job applicants as this helps them become more excited about the job they’re applying for.
Create/update job descriptions
Written job descriptions can help you identify essential functions and qualifications needed for a role. They can also help you set clear expectations with employees, evaluate performance, make compensation decisions, identify training needs, and so forth. In 2018, review and update your job descriptions to make sure they accurately reflect the current requirements of each position within your company.
Evaluate performance management
Clearly communicate performance goals to all employees, deliver regular feedback, and provide employees with the support and resources they need to meet their goals.
If you already have a performance program in place, review and assess whether it effectively rewards top performers, clearly communicates goals to all employees, and evaluates employees’ performance. It’s also important to identify the skills and knowledge your employees need to succeed now and in the future. It’s the best to start developing a training plan and consider development opportunities for your employees.