The word “sustainable” is thrown around at the moment, particularly in the manufacturing industry. Usually it’s in regard to how businesses source, manufacture or dispose of products. It’s a hot topic of conversation – and rightly so.
But today, we’re not talking about sustainability in the physical sense. Sustainable recruiting is far less tangible; it’s a strategy, and one which you should be thinking about if you’re not already.
Making a new hire shouldn’t be a snap decision, but a well thought-out process with your long-term goals in mind. Sustainability means to get the most out of things – so why should your biggest asset (that’s you’re people, of course) be any different?
Here’s a rundown of your guide to sustainable recruiting for the rest of 2021 and beyond.
What is sustainable recruiting?
Sustainable recruiting means looking at least three steps – or months, even years – ahead. Sustainable recruiting is a little like succession planning, only from the opposite side. It’s about making a hire whose impact will be significant today, but with their next few steps already in mind.
Retention of top performers is the key to any sustainable business. Sustainable recruiting ensures that you have the top talent on board, then performing, then moving into another position which challenges them and continues adding that same value, if not even more, to your organization. Sustainable recruiting means getting the most out of each and every staff member.
How do I go about launching a “sustainable” recruitment strategy?
Realistically, much of the process of sustainable recruiting happens before your job goes live on your careers page. It’s all about the planning.
When you sit down to set out what it is you need when hiring, think further than the current needs of the business. Think about the long term goals, whether financial or otherwise. Think about challenges you were facing when this job became available, and whether you might be able to find someone who can help change those. Consider what the team wants to achieve in the coming months and find someone who you can see helping along that path. You’ll find that this thorough planning helps you identify the key skills and attributes which will carry through the background, experience and personality of the eventual successful hire.
Questions to ask when launching a sustainable recruiting strategy
While we’d never say that living in the moment isn’t the way to go, in some cases it makes sense to think ahead. Here are some questions to ask yourself as an employer before, during, or after every interview you conduct:
- Does this individual’s skills not just complement but also expand those on our existing team?
- Does this person embody the values and principles that our business holds in high regard?
- Do we see a strong fit with the company culture?
- Can we see a long-term commitment from this individual? Does their background denote stability?
- Do they have the capacity to learn new skills?
- Do they have the desire to progress?
- Do their long-term career goals match with the path we’ve set out for this position?
- Can we provide them with a path which fits their needs and wants in terms of development?
Essentially, sustainable recruiting is about more than just what you need here and now; it also means finding a match between the journey you’re on, and that of who you need along for the ride.
Your sustainable recruiting strategy for 2021 and beyond
Having a strong staffing partner you can trust to talk through the long-term hiring strategy, the short-term business needs, and everything which happens in between, couldn’t be more important. We’re helping manufacturing businesses across North America build sustainable recruiting strategies to see out the remainder of the year, whether you’re looking for long-term hires or highly skilled temp workers to meet your needs.
To talk more about how, get in touch today.