Agile Recruiting: Efficient Employee Acquisition

Every company relies on good employees. However, finding the right personnel is often not easy. This is where agile recruiting comes into play. Of course, candidates need to meet certain requirements and have the right qualifications for the job in question. But how do you find true talents that become an asset to your company?

Agility differs significantly from classical methods. While many are familiar with it from project management, it may raise some questions in the field of recruiting. We at kroot will show you what agile recruiting is and how you can implement it to your advantage. 👏

What Makes the Agile Method So Special?

Agile recruiting holds a special position. One of the main features of this approach is that teams have the final say in the application process. Thus, the decision of who gets recruited is up to the team members.

Employees actively decide who their new colleagues will be. Although the manager has veto power, agile recruiting clearly stands out from traditional hiring processes.

Agile Recruiting: The Process

Do you want to try agile recruiting to push employee acquisition in your company? The process always follows the same structure. It can be divided into the following steps:

1. Invitation
2. Selection
3. Introduction
4. Hiring

What Does Agile Recruiting Look Like in Practice?

There are a few peculiarities here: While traditional recruiting often focuses on the profile and future tasks, agile recruiting invites people to become members of an organization. It's more about making your company appear interesting and attractive.

Invitation

A job posting must be published for every application process. While classic ads are less promising and more expensive today, social networks offer great opportunities, especially for agile recruiting.

While traditional recruiting increasingly focuses on hard skills when selecting candidates, agile recruiting particularly emphasizes development potential and soft skills. How well does a candidate fit into the corporate culture? How diverse and eager to learn is the applicant? Social media offers a wealth of targeting options. Interests, surfing behavior, etc., can be used to define the target audience very precisely, which increases the chance of finding suitable candidates for your company. Ideally, you should develop a Social Media Recruiting Strategy in advance. 💡

You have no experience in social media recruiting yet? kroot is a tool that allows you to quickly & cost-effectively post job advertisements on social media. No previous experience required! kroot calculates your optimal applicant target group on social media in just a few minutes and delivers your job advertisement only to those individuals who fit your job offer.

Selection

Typically, the HR department makes the preselection. For this purpose, it conducts telephone interviews with the applicants. If hard skills and values align, the person is stored in a database that every team and department can access.

When a team needs a new colleague, the appropriate candidate can be easily selected and invited for a personal meeting. Therefore, in agile recruiting, it is not uncommon for an applicant to be approached by several departments at the same time.

There are some peculiarities: While traditional recruiting often focuses on the profile and future tasks, agile recruiting invites people to become members of an organization. It's about being interesting and attractive as a company.

Getting to Know Each Other

An initial meeting is essential in both non-agile and agile recruiting processes. However, there are no traditional job interviews here. Quite the opposite: Agile recruiting encourages the team and the potential new colleague to get to know each other better. Open questions are addressed, and the specifics of agile work are described. This way, the candidate knows what to expect.

Attributes such as team spirit and transparency are very important here. Team members pay special attention to these in agile recruiting. They only select candidates who fit them perfectly.

Hiring

In agile recruiting, the leader is seldom involved in the processes. Therefore, they often only receive a notification when a new hire occurs. After all, the team can decide for themselves who they want as their new colleague in agile recruiting.

Once a decision is made, the HR department comes back into play. Here, the employment contract is drawn up, and onboarding is organized. This concludes agile recruiting, and the new employee is hired. 🤝

Agile Recruiting with kroot

Agile recruiting offers many particularities. At kroot, we have specialized in employee acquisition through social media and can therefore competently support you in your recruiting process. Use our practical tool to create professional job advertisements.

The usage is especially simple and intuitive, which is why no previous knowledge is necessary for users. Not only can you work and manage job postings as a team, but you can also contact applicants who have reached out via the contact form directly. ☎️

The applicant contact entries land directly in your kroot dashboard and can be downloaded as a list! It couldn't be easier!

Do you have an open position and want to start agile recruiting right away?

Do you have any further questions about our tool? Just contact us. We look forward to hearing from you! 📩

FAQs – Frequently Asked Questions

What is an agile model?

Agile project management is a special way of working characterized by interdisciplinary teams working in short sprints. This allows for particularly flexible reactions to changes.

What makes an agile team?

A self-organizing team is referred to as an agile team. Its composition enables it to handle even complex tasks very flexibly, productively, and creatively.

When is Scrum not suitable?

The agile method Scrum is not suitable in cases where solutions are predictable. Standardized solutions, where the outcome is precisely defined, do not require an agile way of working.