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Recruitment Strategies
How to Attract and Recruit the Top 10%
The values, or even purpose, of developing recruitment strategies generally are misunderstood within companies. Many times, companies seem to fail to realize that Recruiting is a Sales process. As such, it is a dynamic process that changes the instant your competition for talent improves. A seasoned Contract Recruiter has been in many companies and has seen the best and the worst ways to recruit. Hopefully, when we leave our client, they are better prepared to move forward. Companies do a pretty good job marketing their services or products. Generally they are not focusing their marketing to attract top talent. As the Baby Boomer generation retires - and it has started - the companies who best market themselves as employers will find it easier to attract the Impact Performer. It is important to build a recruiting strategy with the following questions in mind:
1) What kind(s) of candidate skills do we need?
2) When do we need them?
3) What is our corporate culture? Have we taken the time to brand ourselves as an employer?
4) What are our recruitment processes? (employee requisition approval, recruitment marketing, sourcing, selection (needs analysis by the company and the candidates), references, sales/offer, new employee orientation). Are they efficient and effective?
5) When did we last examine our recruitment strategies? As time passes, recruitment needs change and the methods of recruitment change (most recent major impact - the Internet). Can we do better than we have up until now?
6) How does our employment web page measure up? Will an Impact Performer be attracted to our culture? The days of just listing openings are going, going...Make adjustments for the next generation of job seeker!
7) What is preventing our success at attracting the top 10% of candidates? Or are we satisfied with the level of candidate that we are attracting - and how do we stay on top?
8) Can we achieve our goals utilizing corporate staff? Or do we need outside temporary professional recruitment assistance, such as a contract recruiter or contingent recruitment support? If we need outside help, what kind is most beneficial to this situation?
9) What is our budget for recruitment?
We address these questions in this area. Remember, recruitment is not magic. The top recruiting staffs do the fundamentals well. A strong, yet flexible recruitment strategy is the basis of the fundamentals of recruiting and delivering the best candidates.
As a contract recruitment firm, The Humbert Group LLC assesses your current recruitment strategy and assesses your staff. We will be happy to either tweak your current recruitment strategy or help your company develop a new one. Additionally, we consult with you on the best way to upgrade your staff.
Phone: 319-373-4434 Email: RecruiterGuy@msn.comAll information ©2001-2007 The Humbert Group, LLC unless otherwise noted. |
