How To Improve eLearning Recruitment ROI
There are many ways to approach recruitment, especially in a time when job boards are taking a front seat to other resources. However, when it comes to eLearning recruitment, one must have a focused strategy in place to attract the right kinds of eLearning candidates who will fit well with organizational needs.
Most companies fall under two categories when it comes to recruitment. One may view eLearning candidates as subject matter experts who can transform existing curriculum into more effective learning opportunities. Another may look at eLearning candidates as just another cost of doing business, spending less time on finding the right person for the job. The first type of organization will fair much better than the later (in terms of return on investment), because they are smart enough to invest in the success of all employees with a top level learning and development professional at the helm.
Attracting the best candidates starts with an improved eLearning recruitment plan. Don't be fooled thinking you can just spend a little time on social networks or general job boards looking for candidates with general information. L&D candidates worth the time are hard to find and it takes careful sourcing and evaluation to select the right person.
Here are some suggested steps you can take in recruiting for eLearning:
1. Maximize Your Current Job Postings
Every employer should routinely update job postings for learning recruitment. Old, outdated ads serve no one, especially as roles change rapidly. Update postings with titles and keywords that accurately reflect the requirements of the job. Once they are updated, post job ads in the best possible locations where candidates will find them.
2. Understand The “Why” Of The Hire
In order to improve the ROI of each hire, recruiters need to understand the primary reason for each team member added to an organization. Whether it’s to augment current capabilities, replace a departing employee, or a add new skills to the team — the “why” needs to be defined.
3. Develop A Strong Employer Brand
Branding is highly important when it comes to candidate attraction and employee retention. A strong employer brand is one that is authentic and communicates a clear set of values. Use employee testimonials and success stories to illustrate the employer brand.
4. Know What Candidates Are Seeking
How well do you know your eLearning candidates? Be sure to have a handle on this when recruiting. Different levels and age groups of candidates are seeking different things. For example, millennials may be looking for an opportunity to learn in a flexible role.
5. Provide Generous Compensation
According to the Payscale 2017 Compensation Best Practices Report, transparency about salary is increasingly important to candidates. Nearly half of organizations are aiming to become more transparent, and 51% are planning to offer higher compensation in order to attract the best talent. Where does your company stand?
6. Set Clear Goals For The Job
In addition to knowing the “why” of each job, recruiters need to be able to communicate the goals of each job. These goals should be directly tied to the objectives of the company. Goals can be short term and long term, but need to be clear to candidates.
7. Create A Career Plan For The Candidate
Career plans developed for every role in an organization lay the framework for success. Measuring ROI depends on this. Set up the time to meet with the management team to outline the career paths for eLearning roles so that candidates know what will be expected of them from day one.
8. Offer Ongoing Education
eLearning candidates and employees will place emphasis on learning on the job. After all, it’s what they are passionate about. Make sure there are plenty of opportunities for learning professionals to attend conferences and obtain ongoing education as part of their career growth.
9. Build A Team Of Complimentary Skills
To increase ROI of eLearning recruitment, all candidates should be carefully assessed and matched to the current Learning and Development team. Be mindful of generational differences and complimentary skills. These can either help or hinder candidates later on.
10. Evaluate And Then Re-Evaluate Often
As recruiters in the learning space, it’s up to us to continually measure our success and failures. Evaluate how recruitment efforts are producing results for our organizations. Make changes and learn to adapt to the changes in eLearning. Use technology to accurately track every task, placement, and end result.
By following at least most of the above tips, your eLearning recruitment efforts can be more fruitful, leading to a positive return on investment.
