Conventional hiring techniques have already become the way of the past.
It’s not enough to just find the right person – you also need to retain them and create a workplace where they can thrive.
Don’t worry. We’re here to help.
In this article, we’ll get through the 7 reasons why you should enforce collaborative recruitment and how it can help you improve your hiring process today.
Let’s dive into it!
What Is Collaborative Recruiting?
Collaborative recruiting (or collaborative hiring) is a new approach to recruitment that focuses on collaborating with your colleagues to find and hire top talent.
This method emphasizes the importance of networking and building relationships with potential employees rather than simply filling positions as quickly as possible.
Utilizing the whole company’s combined networks is the key to making collaborative recruiting work.
Collaborative recruiting includes hiring managers, recruiters, human resources professionals, and other decision-makers who impact the recruitment process.
Besides the recruitment team, the whole company is included in the hiring process.
Having everyone involved in the recruitment process from day one ensures that all perspectives are considered when making hiring decisions.
What’s the Difference between Traditional and Collaborative Recruiting?
What’s the best way to recruit?
Is it better to use traditional methods or something more innovative, like collaborative recruiting?
Traditional recruiting involves using job ads, newspaper ads, and other methods that have been used for years.
This approach works if you aren’t looking for a specific person and you just need a big pool of applicants.
However, this approach can be expensive and time-consuming, depending on how long it takes to find suitable candidates.
On the other hand, collaborative recruiting is becoming increasingly popular as businesses look for ways to attract top talent quickly and cost-effectively.
This method involves partnering with teammates that can help in finding qualified applicants that match your company’s needs.
By leveraging their network, companies can tap into pools of highly qualified candidates in a fraction of the time that traditional methods do.
7 Reasons Why You Should Adopt Collaborative Recruiting
Collaborative recruiting can be a great way to get the most out of your recruitment process.
Even Steve Jobs said it.
Here are the most important reasons why you need it:
1. Better Selection of Candidates
The main advantage of collaborative recruiting is that it allows recruiters to tap into larger networks they might not otherwise access.
By involving more stakeholders in the recruitment process, recruiters get access to more potential candidates – giving you a better chance at finding a perfect fit for the position.
What’s great about collaborative recruiting is that it encourages team diversity by broadening candidate pools beyond traditional sources such as job boards or staffing agencies alone.
Organizations increase their chances of discovering diverse talent by including internal referrals from existing employees and external referrals from industry professionals.
2. Greater Transparency and Relationship
Collaborative recruiting encourages open dialogue among all parties involved ensuring everyone is on the same page throughout the entire process.
Working together as a team drives greater transparency throughout the recruitment journey for both recruiters and candidates.
This creates trust between both parties and increases job satisfaction for new hires once they join your team.
On the other hand, it reduces miscommunication and prevents mistakes that lead to costly delays or mistakes down the road.
3. Increased Efficiency
Having multiple stakeholders involved in a single recruitment effort means tasks can be divided more efficiently.
This allows you to complete them faster than if you were working alone saving you hours that can be invested into something else.
Not to mention the reduced stress and workload on the recruitment team.
4. Better Experience for Both Parties
Utilizing collaborative recruiting, employers can learn more about potential candidates beyond what’s in their resumes or cover letters.
Conversely, applicants can better understand your organization’s culture and values before committing to any positions you offer.
This process allows both sides to make more informed decisions about whether they are a good fit for each other.
This approach helps create better relationships between you and potential hires, as you can interact face-to-face during meetings or interviews rather than relying solely on emails or phone calls.
5. Great Chance to Make the Right Decision
By involving multiple departments during the recruitment process, you can ensure that everyone understands what the job entails and how it fits into your organizational structure.
Additionally, having different perspectives on each potential hire allows you to identify strengths and weaknesses more easily than if only you were involved in evaluating candidates.
All this helps you make better decisions when choosing the final candidates and making an offer.
6. Better Engagement of Your Employees
Your staff will feel more appreciated and engaged if they actively participate in the crucial business task of selecting the best candidates.
Also, involving your team in the screening of candidates assists in guaranteeing that they have already given their approval for any potential coworkers.
If used properly, employee recommendations and referrals can become your go-to resource for finding high-caliber candidates.
It gets simpler for your team members to suggest people they know as they become more accustomed to the process.
Tip: How to use this on LinkedIn.
Let’s say you found some interesting candidates and see someone from your company is connected with them.
By asking your colleagues for referrals and introductions you can increase your chances of getting a response.
Everyone is more likely to answer someone they already know.
7. Simplifies the Onboarding Process
When your teammates have a sense of responsibility and ownership over making a decision to hire, a sense of obligation to help the new hire by providing support, guidance, and assistance naturally arises.
On the other hand, the new candidate also enters the situation with assurance because they are already involved in the hiring process and have previously received support and approval from others.
Conclusion
Recruiting is a continuous process, it’s easy to forget which of your relationships is a contender and for what position.
And utilizing collaborative recruiting allows you to find top talent if you manage your connections correctly.
Collaborative recruiting isn’t a thing of the future, and it’s already happening.
Use LeadDelta to tag your connections and make notes about them, allowing you to track your network right now!
