One of the topics I speak about at HR meetings is “Getting Ahead of the Recruitment Curve”. Like all of my talks, I tailor it to small businesses or those without a ton of resources or budget. Regardless of where you fall on that spectrum, I think the opening point of my talk applies to many businesses.
Our recruitment processes have become very reactive.
We wait for the requisition, go to our trusted, yet maybe unreliable resources and pray that it all works out in a time frame the hiring manager can live with. The process for many is on auto-pilot and even if ineffective, we still resort to the same four our five steps each and every time. Our strategy is absent. Our process is broken. The task is a source of frustration each and every time and yet….we keep doing it the same way.
While I can’t give you one recruiting strategy that works for every position, I can give you what I think are the proper components of a recruiting strategy. The areas that need to be considered to determine what outlet works best for your business for finding candidates.
Not just best available candidates but best fit candidates. That’s an important distinction.
We are going to have an entire series devoted to this later in the year, but no recruiter or business leader can do an effective job of creating a recruiting strategy without really understanding the state of their workforce.
Who is leaving?
Who may be leaving?
Where do we currently have gaps?
What gaps do we know we are going to have in the next 90-180 days?
These are just some of the questions workforce planning answers. Without knowing who and for what position you will be hiring, the following steps are a waste of time. And you need to know that in the long term, not just what is happening today.
The refresh part, for those who already have strategies, happens when we look at what we have been doing and measure it’s effectiveness. I’m often amazed at the number of companies who have purchased packages with job boards when those aren’t really the things that are bringing in the candidates. I’ve heard of companies paying a monthly subscription fee to ZipRecruiter or purchasing a $10K package on Careerbuilder only to realize that those outlets are not what is bringing in the talent in the first place. That is just money down the drain plain and simple.
Learn a New Skill
Sourcing, social media, networking – all effective outlets for finding viable candidates. Effective strategies mix these up and use all of them at one point or another. Recruiters who do not know how to do one of these may assume it won’t work. There are more than enough resources, both paid and free, that can teach these areas. Recruiters who want to get ahead of the recruiting game, must have a wide breadth of knowledge in all possible strategies so they can determine what is and can work for them.
While not all the steps to creating or refreshing a recruiting strategy, this list is a good start. The first step is to realize you have been very reactive, take a step back and think about how you can organize the process to make it more effective and efficient. It’s not bad to have a recruiting process on auto-pilot. It’s bad to have an ineffective recruiting process on auto-pilot.