The recruiting game is constantly changing as candidate pools shrink and the need for high-level talent continues to increase.

Foster and create recruiting relationships proactively…

  • Understanding how the passive job seekers engage in their job search.
  • Seek innovators and inventors for crucial roles within the organization. As the candidate pool continues to shrink think of new ideas and ways to change your talent function. Innovators and inventors create solutions and take the “road less traveled”.
  • Evaluate your referral program. The best retention sources typically are Internal Promotes and Internal Referrals yet usually the focus on each source is weak and the programs lack true incentive. $100 is hardly a reason to refer your best friend or Uncle.
  • Look for ways to attract and build relationships with the human capital you want on-board in the future. Take advantage of Social Media and other resources to tap these resources ahead of demand.

Think of recruiting as a marketing function for your organization…

  • Invest time and energy in your careers page. Make sure your page is up-to-date, relevant and tells the company’s story, culture and vision.
  • Use media to tell the employment story. Video and Social Media are just a few ideas. Capture your people telling their story and the company’s influence in their lives and the community. Some of the BIG companies do it best, look at the industry leaders and see how they are using Media to tell their story
  • Put a voice out there, let people interact with you and let candidates hear from the people working for your company. Blogs are another example of a way to communicate to job seekers about the benefits of the organization, opportunity within the company and ways to grow professionally and personally.
  • Be present in on-line and other communities where your candidate pool might be hiding.

Adapt to the changing web environment…

  • Shift from using high cost, static job boards like Monster and Careerbuilder to using interactive, more dynamic boards that maybe more specific to your industry.  Job boards haven’t been able to adapt to the quick changing Talent game
  • Candidate experience and high-level customer service can make or break the opportunity for the company and the candidate. Close the gap period and maintain the candidate experience until the first day and beyond. Historically the best recruiters have the best customer service and follow-up skills out there.
  • What about mobile recruiting? Studies suggest 85% of young job seekers and 65% of adult between the ages of 30 – 49 are using mobile devices in their search. Make sure your candidate app or employment brand site is mobile friendly.
  • Social Networks remain very powerful in uncovering the hard to find talent.  Linkedin, Twitter, Facebook and niche sites like FohBoh for F & B professionals remain relevant and great sources. Stay active and present for the long term. Job seekers can get a quick understanding of your activity on the site or in the group. Create value for them in their search.

Strategy is paramount!

  • Partner with a good agency or 3rd party to assist when your recruiters are failing to find a good talent fit
  • Be precise in your recruiting
  • Develop strategic plans with your customers internal or external
  • Define the succession planning within the organization. It is a HUGE selling point for the recruiter and the organization.

Recruiters are typically the Directors of First Impression for any organization. They are the first point of contact and the first relationship a potential candidate develops with the organization. Never lose sight of the impact the process or the individual makes in regard to the organization and the talent infusion.
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