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Think it’s going to be easier to hire quality talent in 2018? Ha! Better upgrade your recruiting efforts now.

Posted on: November 16th, 2017 | Category: Applicant Attraction, Government Regulatory & Compliance Issues, Hiring Methodology, hiring process, How To Hire Good Employees, HR Outsourcing, Human Resources, Legal Issues When Hiring, Our Blog, Talent Management

recruiting 2018Thanksgiving is one week away. The holiday season will be in full swing before you know it. At work, end-of-the-year tasks are also in full swing, with a good chance of employee vacation time throwing a monkey wrench into your team’s schedule. A lot of employers think it makes sense to put their 2018 hiring plans on the backburner until after January 1.

Unfortunately, that actually should be one of the things on the front burner.

“While the beginning of the year is usually the busiest time for hiring, the time for planning out your organization’s hiring and recruiting processes is now,” says Tina Hamilton, PHR, president of myHR Partner. “For one thing, the end of the year is when your are already looking over your business plans and strategies over the last year and planning for the next.” You will save time and money if you work your anticipated hiring needs into your forecasting. Another big reason to plan your 2018 hiring program now, according to Hamilton, is survival.

If you are smart, your hiring process and recruiting efforts never really stop.

Today’s companies need every edge they can get when it comes to hiring. Finding great people to join your workforce is getting harder all the time. While the need to get the best talent possible has always been a priority for employers, today’s hiring environment comes with unique challenges. They include:

  • The avalanche of out-of-work applicants throwing their hat into the ring for every job opening in search of full-time work
  • Frustrating skill gaps
  • Inflated resumes that take time to decrypt and verify
  • Applicant tracking system technology shifts, changes and management issues
  • Ever-changing government regulations about what can and cannot be asked of or done with job candidates
  • Steep competition from other companies for the best talent
  • The huge costs associated with bad hires

Having an ongoing, managed hiring program in place will give your company a consistent edge over other organizations when the need to hire arises throughout the year. “If you’re waiting until after you know a specific position is opening up to start trying attract quality candidates to apply at your company, you’re going to be too late,” says Hamilton.

Utilize HR as you map out your 2018 hiring success plan.

According to a recent article in Forbes, new businesses often make huge hiring mistakes by not utilizing HR expertise, mostly because hiring managers are more successful when they have the support they need. We have found that to be the case with established small to mid-sized businesses as well. Some might see having professional HR support as a luxury, but without it today’s hiring climate can cost companies dearly. Bad hires, missed talent acquisitions, positions left unfilled for too long, legal issues and increased employee turnover can ruin an organization’s productivity and profitability. Let’s face it: hiring needs HR.

From the Forbes article:

Not only is human resource management a driving force in finding new employees, it is also a key motivator for your current staff. Without a dedicated HR professional on board at your business, you could lose talent and not be able to replace it in an effective way. And this is just one of the benefits your business is missing out on without an in-house HR team.

Human resources can help with several critical hiring management and employer branding tasks, according to the Forbes article. These important functions and responsibilities, including:

  • Applying company policies and procedures consistently to avoid risk of EEOC violation claims for discriminatory practices on federal, state or local levels
  • Avoiding the costly mistake of misclassifying employees
  • Clearly defining company culture and making sure that applicants are aware of it
  • Handling employee relations issues professionally and properly to avoid lawsuits and boost your organization’s brand as a great place to work
  • Not missing out on opportunities to market the employer brand to potential future applicants and to in-demand talent pools
  • Providing applicants with a positive first impression of your company brand and culture to a future hire or referral for your company
  • Making the most of practical on-boarding And off-boarding strategies to both provide and gather valuable information needed to build an efficient, profitable and positive workplace
  • Keeping an eye on the future workforce goals you have for your business in ways that grow your in your team members

Remember that the top talent you want are squarely in the driver’s seat.

Potential candidates can now be more selective than in the past. Because it is so easy for candidates and future applicants to access a profile and history online, employers are putting much more focus on strategic, long-term hiring processes and on fostering a positive company culture and reputation.

Our Hiring Management specialists work with you as your hiring partner, handling all your pre-hire processes so you can focus on selecting the right candidates. We are not headhunters or recruiters, nor are we a staffing service, and we do not charge a placement fee. Our team of educated, trained and skilled HR professionals will help you build your company’s hiring process, from developing a hiring strategy to writing ads, from receiving and screening resumes to creating and conducting phone interviews, from background and reference checks to job fairs—what ever you need to meet your specific hiring needs.

“myHR Partner is on the frontlines of hiring with a strategic and modern service we call Applicant Attraction,” says Hamilton. “It focuses on developing and maintaining an effective employer brand that convinces top talent to seek a position with your company.” This is a powerful recruitment tool that organizations need. “It’s not a matter of if applicants will check out your organization’s reputation and brand. It’s a matter of what they see when they do.”

Or, contact us via email or call us at 610-443-0119 to find our more about our Hiring Management, Applicant Attraction or other outsourced HR services, and what they can do for your business.

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