Human resources and recruiting are professions that straddle business support and business impact. On one hand, they can get mired in the same-old, same-old practices that come to mind when you think of hiring – help wanted signs, performance reviews, and standard policies. On the other hand, they are poised to take advantage of new technologies and paradigms to get better results – mobile recruiting, social media recruiting, collaborative work, and new technologies.
Following the recruiting strategies that have worked for you in the past and that are still written into your policies and procedures today is a losing proposition. It’s not going to result in hiring the best candidates or improving recruiting metrics or have a positive business impact. It will just be more of the same, including lackluster results.
Better Recruiting Results Require Better Recruiting Strategies
You can’t turn around poor corporate recruitment strategies in a week, or can you? If your recruiting strategies aren’t producing the results you need to be competitive in your industry and get the employees you need to build your company and grow your business, you need to do something now to change them. Recognizing that your recruiting activities are outdated or lacking is the first step to developing better recruiting strategies.
Align with Corporate Strategy
The most successful recruitment strategies include support of hiring managers and executives rather than a support role to them. According to Katherine Moody in “The Consultative Recruiter: The Key to Faster….,” the key to recruiting success and a successful recruiting strategy is becoming a trusted advisor aligned with corporate strategy rather than just a paper shuffler and appointment-maker. Know what the business plans are for the next six months, 12 months, and two years and start planning how recruiting will be part of it, what positions will be needed, and how long have vacant positions be been open. When you’re working with corporate strategy you have a blue print for your recruiting strategy.
Change Recruiting to a Sales Process
The sooner you view recruiting strategies as an important part of a sales process, the faster you’ll see hiring success. Today’s job market is candidate driven, not employer driven, according to recruiting expert Dr. John Sullivan. And that means you can’t sit back and wait for candidates to come to you. You have to go out and find them and sell them on your opening, your company culture, and your work environment. Sullivan knows that recruiting strategies have to shift in a candidate-driven job market to focus on recruiting sales and marketing. You have to know what your competitors are doing to grab top candidates and start doing the same. Employer brand image improvement, candidate research and engagement, and changing job postings from job descriptions to selling propositions are just a few of the sales-oriented ways you need to focus recruiting strategies to selling.
Use Recruiting Metrics
Your recruiting strategies can’t improve if you don’t look at them and figure out where there are gaps or outdated processes. Metrics can show you the areas that need improvement or where you’re wasting time and resources. One of the best resources for understanding and developing recruiting metrics for recruiting strategies is Dr. John Sullivan’s “HR Metrics the World Class Way.” From the consequences of not using metrics to the “ultimate metric,” this book will teach you everything you need to know about what metrics do and how to use them.
Andrew Greenberg’s roots in recruiting date back to 1996. He has experience both on the agency-side and corporate-side of the staffing business, with a focus in the financial services space at companies like Bloomberg and UBS. He also has core experience with information technology staffing, and has worked for major software companies such as SAP Business Objects and IBM/Informix Software. To get in touch with Andrew, you can reach him by email or by phone at (800) 797-6160.