Make these 20 projects their focus instead.
➤ Convert those awful job descriptions to job postings to attract talent. Not bore them.
➤ Create Employer Brand collateral – video interviews of leadership and employees
➤ Conduct in depth exit interviews to improve employee retention
➤ Interview and coach your employees to help them grow their career internally
➤ Develop career pathway program so employees easily understand promotion options
➤ Create automations in the ATS to speed up the process during future hiring peaks
➤ Provide training to hiring teams on how to effectively interview
➤ Develop standard hiring processes and assessment methods for “regular” hiring needs
➤ Construct a Succession Plan and process
➤ Create Employer Brand collateral – “Day in the Life” blogs of key teams (sales, customer service, engineering)
➤ Analyze how to handle internal pay equity, especially in relation to external hiring.
➤ Create a program to move pay increases from a COLA to a performance-based system
➤ Gather feedback from all applicants in the last year. Analyze data. Improve hiring experience.
➤ Develop meaningful DEI programs to diversify future applicant pools
➤ Plan early career pipeline and/or internship programs for future use
➤ Identify new associations, universities, meetups, and tools for sourcing
➤ Develop and populate LinkedIn Recruiter projects for recurring hiring needs
➤ Improve process for preboarding (between offer and start date) to decrease fall offs
➤ Improve onboarding and first week experience
➤ Promote hiring team engagement during preboarding. Establish check lists and automations.
➤ Create or refresh your career page content
In case you’re wondering where these ideas came from, I did them during the Covid crisis.
