“HR and recruiting processes evolve over time because businesses develop and penetrate new markets, and because social needs are quickly changing around the workplace”, says Laura. “That is why your hiring process and strategy have to be analysed, measured and improved on a constant basis to stay efficient and target-oriented. At the same time, recruiting teams have to develop into agile units and to adjusted to new challenges.”
· Create A Contemporary Candidate Persona
Due to the shortage of skilled workers, recruiters have to rethink and should also include new target groups - such as career changers, older candidates or applicants who are only looking for apart-time job. Make DEI your recruiting philosophy. Define the required candidate qualifications while focusing on personality traits, capabilities and potentials – instead of degrees, job experiences and skills.
· Use Multiply Channels For Sourcing Candidates
Don't limit yourself to one recruiting channel. Use social media (LinkedIn, TikTok, Facebook, Twitter or Instagram), job boards, employee referrals, networking events, and other channels to reach a wider pool of candidates.
· Use Technology To Automate Parts Of the Process
For example, AI might help here if controlled by humans. The technology can not only tailor job advertisements to the desired target group and place them appropriately, but AI can also make a pre-selection of applicants – and used as chatbot, can also provide potential applicants with standard information about the company, and the application process. In addition, Laura recommends Personio software. It covers all core HR tasks, like personnel administration, recruiting, and payroll and ensures cross-departmental, automated processes, seamless integrations, and customisable HR reports.
· Provide An Excellent Candidate Experience
Treat candidates with respect, keep them informed and deliver desired information in time throughout the process. This can help you build a positive employer brand and attract top talent. In this way, a kind of friendly relationship is forming between the company and the candidate. Stay in touch - even with candidates you have rejected. They might be interesting for future positions.
· Internal Mobility and Up-skilling
Make internal recruiting practices with employee learning and development to the cornerstone of your work.
· Use Data And Analytics
Track key metrics like time-to-hire, cost-per-hire, and retention rates to evaluate the effectiveness of your recruiting process. Use this data to identify areas for improvement and make adjustments as needed.
“As consultants, we always have to be up to date. We cannot rely on past strategies to build the future”, says Laura. “That is why constant changes are inevitable in our recruitment processes.”
For Laura, there is nothing more important than satisfying clients. She loves to work with people and for people and be ready to help anytime if needed. Privately, she is a multitasking mother of a girl, with whom she likes to dance, create and explore new things. Moreover, she is interested in healthy food and meals.