How Will You Recruit Your Next Key Employee?
Imagine your new employee, working under pressure for the first time in their new role, slowing your team down yet another time. At this moment you might say, “This isn’t working out,” and you might have to go through an awkward transition, forced to hire a new person—yet again. Many eyes might well glare at you for enabling this frustrating mess. Let’s stop here and rewind. We can focus on recruiting strategies to find a more qualified applicant pool. We’ll assume that you have some basic hiring preparation regarding a job description, work culture assessment, and a job posting. How do you find the best available employee to fit your profile? First, let’s review some traditional methods of recruiting. Then we’ll explore some evolving recruiting strategies and some of the latest trends. Afterwards, you might consider a different recruiting approach for your next key employee. Here are some traditional methods of recruiting: some old school (let’s say prior to the year 2000), some tried-and-true, and others too cost-prohibitive to consider: • Print: Classified ad, print ad in trade magazine or newsletter, unemployment office job posting. Sign in window or at place of business near foot traffic. • Website: Your company website, job specific website. • Other Media: Billboard, radio, TV. • In-Person Social Networking: Referrals. Networking, job fair, word-of-mouth. • Third Party: Employment Agency: Temporary or permanent. Recruiter—retained or contingency. Here are some more contemporary tactics that I see established business owners using today: • E-mail Campaign to customers within a geographic radius of employment. • Outsourcing: The sourcing and prescreening of applicants to third party HR firms. • LinkedIn: A targeted campaign of network connections. • Mobile Phone Apps: These are becoming like dating websites, matching employers with employees. Recruitifi caught my eye. • Networking: Hiring notices sent to network contacts via an email blast, phone calls or face to face. • Targeted Websites: Industry-specific or functional-discipline-specific. • Employee Referral Bonus Program: For a third party or employee. • Employee Development Program • Recruiting Directly from Competition • A Hybrid Approach of traditional and other recruiting approaches mentioned herein Corporate Trends in Recruiting
- 1. Corporate Talent Networks—using online social media tools and even vendors to build an audience for potential talent. Not just applicants for a job, but an audience of people interested in jobs at the firm—including alumni, fans, candidates, and current employees. 2. Social Sourcing—LinkedIn’s recruiter tool is more of a standard today than a trend in HR departments. Tools are evolving to develop competency ratings based on social profiles. 3. Recruiters as Sources, Not Recruiters—the focus is shifting to make the recruiter a talent sourcing specialist and initial screener, while the hiring manager becomes a better interviewer. 4. Assessment Tools—more tools keep evolving. 5. A Great Candidate Experience—to promote positive word of mouth and minimize negative online comments.
(Learn more about this.)4 Trends That Will Define Recruiting in the US in 20151. Intense competition is the main obstacle to hiring talent. 2. Social professional networks are the #1 source of quality hires in the US. 3. US companies are more likely to recruit passive talent than their global counterparts. 4. US companies are above average in prioritizing and proactively managing their talent brand. However, they have some catching up to do in properly funding and measuring their talent brand. (Learn more.) As you plan your strategy to recruit your next employee, it’s valuable to consider traditional methods of recruiting, tactics that established business owners are using, and trends in corporate recruiting. You’ll increase your odds of hiring right the first time. While we’ve ignored cost and time requirements here, it makes sense to adjust the recruiting tactic with the applicant pool before selecting a recruiting method, For example, hourly employees generally use different methods than salaried staff to find work. Also, the millennial age bracket is probably more likely to use a mobile phone to find jobs than a baby boomer. As your HR needs grow in size and complexity, consider doing what the big leagues do: developing a talent network, social sourcing, and creating specialties in the recruiting value chain. Whatever methods you choose, I hope that you can evolve your recruiting over time to build a better workplace.