The turn of the calendar from one year into another is as good a time as any to review your HR processes, and recruiting is no different.

Here are a few considerations to strengthen your recruiting efforts in the new year.

1. Where do you expect to be recruiting? 

We know that some vacancies are unexpected, but there also may be some that you know are coming. Do you have employees considering retirement, people looking to relocate their home or rethink their career? Start planning now for anticipated “empty seats,” so you can be prepared to fill any gaps when they arise. Often, managers get panicky about upcoming departures and rush into replacing folks, without spending time making the best decisions.

2. Instead of rushing to replace outgoing staff, consider how the job could be reconfigured.

It may be helpful to consider if there are basic tenants of the role that could be broken up or structured differently. Look at the role holistically and consider if someone else on your team could take on some of the responsibilities. Would that allow for a growth opportunity for a high performer? Or could some of the role be minimized or eliminated for the sake of efficiency? For example, if the incumbent was great at organizing all the paper, but their separation allows us to move to a paperless system, that's a win-win!

3. Prioritize diversity and inclusion to attract a wider pool of talent. 

The benefits are clear. Diverse teams perform better, generate more revenue, and have higher customer satisfaction than homogeneous ones. Therefore, recruiters need to embrace and promote DEI&B as a core part of their hiring strategy and culture. Many organizations have indicated that they believe this is important, but now it’s time to practice what they preach.

4. Consider remote work, managing a contingent workforce, and the employee experience. 

Remote hiring and remote work are not new trends, but covid solidified them into our workplaces. There are many acknowledged benefits of remote work, such as increased productivity, flexibility, and cost savings, but there are also some hurdles, such as difficulty with clear communication, collaboration, and engagement. Recruiters need to adapt their hiring processes to suit the remote environment by using video interviews, online assessments, and virtual onboarding. They also need to ensure that candidates have the skills and tools to work remotely, such as self-motivation, communication, and technology. Thinking creatively will allow organizations to hire rock star talent from around the globe! Merci!

Visit our HR Consulting hub to learn more about how OneDigital can help solve for all of your recruiting needs.