If you don't have an internal job posting process, start one now. Give your current employees the opportunity to be considered for attractive new jobs and promotional opportunities. Whenever possible, promote from within. Remember: Your safest hiring bet is usually your current employee, whose work product and work behaviors are well-known.
Establish employeeteams to think through future work flows and space.
Reward employees with a generous gift card for helping in the recruitment effort. The cost is nominal compared to other recruitment costs.
Hold an employee focus group to verify your hiring specifications. Ask these questions to get a realistic set of hiring criteria: What particular characteristics should all new hires exhibit to be successful in this department? What should new employees know about the department so they don't experience culture shock? What skills or abilities are currently missing in the department that the new employee should bring to the party?
If you host a company job fair, ask your current employees to help plan and staff it. Have department employees lead the department tour, and ask for their help in screening prospective employees.
Involve current employees in the interview process. Provide them with structured interview guides as well as some training in how to interview as a team. Prospective hires like team interviews because they get to meet team members and get a realistic preview of the job.
Capitalize on the experience of your current employees. For example, consider having your long-tenured employees present the company history along with the company's future growth plans. Recognize your customer service veterans by having them present the product overview. Be creative.
Anticipate the administrative burden of getting new employees into the system, and plan ahead to streamline new hire enrollment. Can you automate the process? Eliminate forms?
Pair up new hires with current employees in a formalized way. Create a basic checklist for buddies, so the role they perform in helping new hires get up to speed is not a burden, and recognize their contributions. For example, feature the buddy's role in an article in the company newsletter.
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