Why and Tips on how to Develop Collaborative Hiring Strategy

Why and Tips on how to Develop Collaborative Hiring Strategy

Recruiting new staff into your organization is an inevitable yet complex process. If not done right, it can have a significant negative impact on the growth and success of your business. Collaborative hiring is a team-based recruitment method that involves coworkers in the employment process. 

It involves the collaboration of the HR team with other members of the company to fill a job opening. For example, the hiring managers, executives, heads of departments, and other employees are involved in the collaborative recruiting process.

Although the collaborative hiring process may seem more complicated than the traditional recruitment method, it often has better results. So this article discusses why you should develop collaborative hiring and tips on improving it. 

Why you should incorporate collaborative hiring in your business

Below are the top reasons to incorporate collaborative hiring in your business. 

  • Improved quality of hire

The quality of hire is the value your new staff adds to the organization’s success. An improved recruitment quality leads to increased productivity from your employees and better services. 

One of the most effective ways to increase the quality of those you employ is through collaborative hiring. Since your current employees have been a part of your company for a long time, they understand the culture, mission, and vision. This makes them the best people to recommend those who will fit in perfectly with your company. 

Also, by involving more people in the hiring process, employees will give their diversified perspectives on the candidates. Then you will be able to choose the prospect that has the best skills and best fit the position.

There are different software for collaborative hiring that makes the process smoother. For example, software like Recruitee provides recruitment teams with the tools needed to search for, interview, and recruit the right talents. 

  • Higher employee retention rate

If you find yourself losing employees at an alarming rate, there might be a problem with the hiring process. Employee retention is your organization’s ability to prevent staff turnover (the number of people who leave the company in a certain period, voluntarily or not).

After hiring top talent and going through the onboarding process, it can be devastating to lose them. However, collaborative hiring plays a massive role in increasing your business’s employee retention rate. 

Candidates recommended by an employee are likely to stay longer if hired because your workers will refer people who will fit in with your company. Conversely, hiring someone who is not a right fit increases the chance of leaving sooner.  

Also, including your staff in the hiring process helps you make them feel engaged and valued. As a result, they are motivated to stay with your team, increasing your employee retention levels. 

  • It saves time and cost to hire

The hiring process takes time, money, and effort. Employing new employees can take several days, weeks, or months. If only one person takes responsibility for recruiting and hiring, the burden might become too much, resulting in burnout.

When more people get involved in the hiring process, it becomes less complicated and stressful. For example, you will not need to spend a lot of money posting job openings on social media. Also, you will save time.

  • Reduced bias in the hiring process

Unconscious bias in the hiring process is a common problem many organizations face. Unfortunately, human beings are prone to making biased decisions, and when these prejudices show up in hiring and recruitment, they have adverse consequences. For instance, your business could face legal penalties, and you might end up with unhappy employees. 

However, with collaborative hiring, you limit the impact of unconscious bias. There is a certain amount of transparency that comes with team-based hiring. For example, if only one person is in charge of employing candidates, they might let their personal feelings get in the way of recruiting the right talent.

Examples of unconscious biases that could find their way into the hiring process include:

  • Confirmation bias: This happens when you have an initial perception about a candidate, and you proceed to look for and focus only on information that will support that initial belief. 
  • Affect heuristic: This bias is a shortcut the brain takes to make quick decisions based on current emotions.
  • Horn and halo effect: The horn effect is a bias that comes into play when a recruiter focuses on an unattractive quality about a candidate and ignores their good attributes. The opposite is the halo effect which makes a recruiter focus on a positive feature and is blinded to other red flags.
  • Gender bias: Gender bias shows up when the recruiter prefers a particular gender over the other based on specific beliefs. 
  • Beauty bias: This bias makes an individual in the hiring team choose a candidate based on their physical look, e.g., employing the most attractive prospect.
  • Increased employee engagement 

An increase in employee engagement is another benefit that comes from collaborative hiring. Employee engagement refers to your staff’s enthusiasm and dedication to their job. When workers are engaged, they care about their career and the organization’s performance. 

Involving more of your employees in the hiring process allows them to be heard. This makes them feel valued and essential. Also, when workers are engaged, it increases their productivity and makes your business more successful.  

Tips on how to improve your collaborative hiring strategy 

Knowing why you should develop a collaborative hiring strategy is not enough. You need to know how to go about it. The following are tips for developing and improving collective recruitment in your organization.

  • Implement employee referral programs

Employee referral programs are one of the most common ways to include your staff in recruitment. Employers use it to encourage their current staff to refer candidates for job openings in their organizations. Workers that bring qualified candidates are rewarded in various ways, e.g., money, gifts, vacations, etc.

Employee referral programs are a sure way of sourcing and hiring great employees. Since your current staff do not want to lose their jobs or reputation, they will not recommend unqualified candidates. So, you’ll likely get outstanding prospects for the position.

Also, your current employees understand your company culture and vision; they will ensure they suggest applicants whose dreams align with yours. Finally, when you include incentives for workers who bring candidates during the referral programs, they will be motivated to refer A+ aspirants. 


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  • Social recruiting

Social recruiting helps to encourage your employees to get interested in the recruitment process. It involves getting your workers to share job opportunities through social media. Social media is a great tool your organization can harness while recruiting. 

Allowing your employees to share job postings on social media can be helpful in recruitment. Your employees might be able to reach the right talents for the job role faster. Social recruiting is also good because it persuades candidates to apply for jobs since employees are involved.

  • Use an applicant tracking system (ATS)

Using an applicant tracking system is an organized way of ensuring collaborative recruitment is as hitch-free as possible. An applicant tracking system (ATS) efficiently categorizes all the candidates your hiring team needs to interview.

The ATS helps you rank or classify each candidate using keywords. This makes choosing the right talent for the job much easier. Members of your hiring team can then review the applicants and discuss which qualifications suit the job.

An applicant tracking system can also help ensure the workflow among your team is adequate. Also, you can integrate recruitment tools into the ATS to promote communication. Examples of applicant tracking systems you can use for team-based hiring are Workable and Jobvite

  • Incorporate digital interviewing

This is another way of promoting collaboration in recruitment. In addition, digital interviews allow your hiring team to carry out the process effectively. This is because digital interviews are considerably easier to schedule than physical discussions.

You can include all the members of your recruitment team in a digital interview at a time convenient for everyone. In addition, digital interviews help solve the issues of clashing schedules among team members, which encourages collaborative hiring. Also, teammates can easily give their feedback on the candidates. 

  • Communicate with your team 

Communicating with your team is crucial in the collaborative hiring process, especially if your hiring team is large or spread out. Unfortunately, most hiring teams face the problem of ineffective communication. One efficient way of maintaining contact is by using hiring software. 

It is one thing to have regular meetings concerning recruitment, and it is another thing to keep a constant line of communication open. When you have ongoing contact, it encourages more collaborative discussion, and you can address minor problems before they become more serious.

Communication and collaboration tools like Monday.com and Slack make it easy for you to stay in touch with the hiring team. 

Conclusion 

Collaborative hiring takes your recruitment process to the next level. This article highlighted the benefits of a collaborative hiring strategy, such as improved quality of hire, reduced bias in the hiring process, and increased employee engagement. Also, it addressed the various ways you can improve your business’s recruitment strategy for the best outcome.


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