"At
most companies, people spend 2 percent of their time recruiting and 75 percent
managing
their recruiting mistakes."
- Richard
Fairbanks, CEO of Capital One
The following blog post
is from Joan Graci an expert in recruiting and
building great teams. I have added a few things in italics.
By Joan Graci
(Talent Coach for Visionary HR & Industry Leaders | Building
Effective Teams and Enhancing Talent Brands)
I've been in the HR world for over 3 decades
helping growing companies identify talent, so it's safe to say that I know
what's up. And despite what you may think, it's not the quality of a company -
and by "quality," I mean mastering one of these 3 items: 1) a
cutting-edge product, 2) supreme customer service, or 3) the best prices in
town - that decides the outcomes of a recruiting effort. It's actually how that
company approaches the recruiting process altogether.
I've been fortunate to meet with many good,
quality companies throughout my tenure, but great companies - those that have
a leg up on the good ones - have a major common denominator: they all use a
strategic, future-focused recruiting process. These all-star companies view
talent recruitment like an exciting marketing campaign rather than a mundane HR
exercise.
Beef up your talent initiative by following
these steps:
1. Make recruiting a priority
The first mistake many "good
companies" make is only recruiting when they need to fill a role. By
implementing talent-focused marketing strategies into your everyday role,
securing that perfect match when you need it most will be a walk in the park.
Finding the right people reduces stress, increases profits, and positions your
company for future growth.
2. Treat recruiting like a sales and
marketing effort
Commit to a company narrative that everyone
prescribes to and share it with active and passive job seekers in
unconventional ways. While you should implement talent-friendly content on your
website, there are other creative ways to gain exposure. For example, hosting
an informational event or a tour of HQ that exposes your company to a new
population.
3. Use technology to build your talent brand
Smart companies communicate with job seekers
through Facebook, Twitter, LinkedIn, Instagram, etc. to establish their
reputation and start a conversation. This is not only a huge part of your
brand's foundation, but it's also the best way to introduce your company to the
talent pool. Use Monster Resume Search for a month to build up resumes of
"Ideal Prospects" you can then begin to proactively contact many that
have jobs now.
4. Generate leads
Usually, that phrase only comes to mind in
reference to our sales funnel, not our recruitment strategy. Between networking
events and association meetings, are we scouring the crowd for new clients or
keeping our eyes out for a future employee? I have a client that has an
organized list of potential employees he meets (including where he met them,
the potential department he sees them fitting into, etc.). When our top candidates
find out about this, they're beyond impressed.
5. Plant your talent seeds strategically (Build A
Virtual Bench)
Always be recruiting but you don't have to
hire. Most of you're A Player Prospects will have a job. They are not looking
and they are not going to take another job if you don't offer them a job today.
Let them know you will need them down the line and stay in contact with them.
Then when you do need someone you have a bench of A Players ready to go into
the game. Less stress, no panic, makes you a better coach knowing you have a
great player on the bench.
6. Establish brand ambassadors
Implement all levels of your organization in
the search for talent. Consider a building a rewards program that incentivizes
employees to submit referrals, such as an added vacation day or a bonus
increase. Talented people usually surround themselves with other talented
people, so maximize your company's hiring potential by leveraging each of your
employee's personal networks.
7. People will come to
you
Like the Container Store, if you
build a team of A Players who are skilled, have the will to grow and are
engaged at work you will attract great people. You won't have to continually be
seeking them - they will come to you.
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