Collaborative recruiting is the best way to attract top talent– ask Steve Jobs. We say this because Apple is a well-known pioneer in collaborative hiring and is a market expert in collaborative hiring practices. However, it’s essential to understand the concept entirely before getting all hands on deck for your newest job opening.
The term collaborative hiring, or collaborative recruitment, refers to a team-based recruitment method. Rather than one HR manager conducting interviews alone, you actively engage people from other departments to assist with identifying and selecting the right candidates. This method can be highly beneficial as it allows more people to be involved in the hiring process resulting in better-evaluated candidates who often get the opportunity to meet the exact people they would be working with.
When done right, collaborative hiring can improve the experience for current and prospective employees and create a positive company culture while finding the best new hire possible. We’ll walk you through the considerations you should make while refining your recruitment and hiring processes.
Common Collaborative Hiring Practices
Collaborative hiring has become common practice for many businesses. One widespread example of this is employee referrals. They ask existing employees or external partners to recommend their contacts for job openings as they become available and provide some incentive in return. Employee referrals are often a favorite tool of recruiters as they provide you with direct access to top-tier candidates. Offering employee referrals saves time and money by providing financial incentives to employees who find new hires.
Another crucial collaborative hiring practice is internal mobility. Internal mobility, career mobility, or talent mobility are interchangeable terms often used to describe the movement of talent between roles. It saves time and creates an environment where employees feel they can be challenged and promoted, thereby helping with long-term employee retention.
Building Your Team
So who exactly should be on your hiring team? Here are some common positions to consider:
- Hiring managers
- HR managers
- Other employees
As you put together your team, remember to include people above and below the position you are hiring for. By creating a multi-level team, you’ll have a complete understanding of what is needed from the role.
The more team members that participate in interviewing a candidate, the more time-consuming the interview process will be. Furthermore, it is crucial that your process is not intensive to the point of overwhelming your candidates.
Checkpoints to Hit
Hiring can be a long and complicated process. Here is a general idea of the timeline your team should adhere to:
- Get organized. Decide what you are looking for in a new candidate, and what you will watch for in the interview process. Consider utilizing an applicant tracking system to keep all schedules and documents in one place while using time-saving features.
- Select potential candidates. Utilize employee referrals and internal hiring. Following a post on job sites, ask your current employees to share the open role with their networks.
- Interviewing. As you move through the interview process, it is crucial to utilize the background of your team members. Different interviewers should evaluate different skills in prospective candidates.
- Hiring. When deciding, ensure you have listened to each interviewer’s thoughts and opinions. Together, they will form valuable assessments of each candidate. This ensures the process has been executed equally and prevents unconscious biases from playing a part in your hiring process.
- Onboarding. As your new hire gets settled in their role, work together to help them fit into your team and become confident in their new role.
How Will My Company Benefit?
Collaborative recruiting isn’t just beneficial for team building. It can also majorly impact your company’s ROI and long-term employee retention.
According to Zippia, the average cost of hiring a new employee in the U.S. is $4,700. They also reported that the average vacancy could amount to a cost of $98/per day. With collaborative recruiting, you can save money on recruitment events and subscriptions to job posting sites.
Furthermore, hiring people that current employees directly recommended increases the likelihood that your new hire will be a good fit with your company culture. High-quality hires can result in good retention rates, allowing you to focus on enabling your team’s success.
Collaborative hiring is beneficial to both current employees and prospective hires. By saving valuable time, resources, and money for your company, it is proven to be successful.
Would you be interested in more help from professional recruiters? We can join you in your collaborative recruiting and hiring process. Visit us at lucasjamestalent.com to learn more.
This article was originally published on Oct. 20, 2021; it has since been updated to reflect November 30, 2022.