Introduction

Collaborative recruiting is the best way to attract top talent– just ask Steve Jobs. However, it’s important to understand the concept completely before getting all hands on deck for your newest job opening.

The term “collaborative hiring” simply refers to team-based recruitment. Rather than one HR manager conducting interviews alone, entire teams work together to find a new hire. This strategy is beneficial ​​because more people involved in the hiring process can result in better evaluation of job candidates.

If done right, collaborative hiring can improve the experience for both current and prospective employees and create a positive company culture, all 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

Many collaborative hiring practices are already quite common. One example of this is employee referrals, in which businesses save time and money by offering financial incentives to employees who find new hires.

Another practice is internal mobility, which is a good practice for any company. Not only does it save time, but it also 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:

  • Recruiters
  • Hiring managers
  • HR managers
  • Executives
  • Other employees

As you put together your team, remember to include people who are both above and below the position you are hiring for. Together, they’ll have the complete picture of what they need from the role.

Don’t forget that the more team members interview a candidate, the more time-consuming the interview process will be. Make sure 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: 

    1. Get organized. Decide what you are looking for in a new candidate, and what you will be watching for in the interview process. Consider utilizing applicant tracking software to keep all schedules and documents in one place.
    2. Select potential candidates. Utilize employee referrals and internal hiring. If you post on job sites, ask your current employees to share the open role with their own networks.
    3. Interviewing. As you move through the interview process, utilize the background of your team members. Different interviewers should evaluate different skills in prospective candidates.
    4. Hiring. Before you make your decision, listen to each interviewer’s thoughts and opinions. Together, they will form valuable assessments of each candidate. This is also a great step to prevent unconscious biases from playing a part in your hiring process.
    5. Onboarding. As your new hire gets settled in their role, work together to help them fit into your team.

 

How Will My Company Benefit?

Collaborative recruiting isn’t just beneficial for team building. It can also have major impacts on your company’s ROI and long-term employee retention. 

Did you know that the average cost of hiring a new employee in the U.S. is $4,129? With collaborative recruiting, you can save money on recruitment events and subscriptions to job posting sites.

Hiring people recommended by current employees increases the likelihood that your new hire will be a good fit with your company culture. High-quality hires mean good retention rates.

 

Conclusion 

Collaborative hiring is beneficial to both current employees and prospective hires. It also saves valuable time, resources, and money for your company.

 

 

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.