Filling the Recruiting Pipeline
Sourcing and Selection are two very different worlds. One puts as many applicants in the pool as possible and the other sorts and selects the best fit for the fulfillment of the positions’ key objectives.
Given there is a War for Talent many companies fear that they can not afford to be highly selective in their recruitment efforts. The reality is while there is a war, there is also a recession which means certain industries are dying and with that is the emergence of talent from hidden sectors.
If you strategize effectively you will easily attract solid ‘core’ talent from industries that are highly compatible to yours. Yes, you may have to train the candidate to your company, products and services. However if you conduct the hiring process with thoroughness and integrity you hire ONLY the best suitable talent – rather hiring the best suitable experience (which we all know backfires when it’s the wrong ‘fit’). Either way you have to train a newcomer to your firm, so it is your choice whether you want to train and fix bad behaviors or invest in up front industry, product and service training.
To attract, hire and retain the “right” talent Keep in mind there are now a multitude of cost effective options and alternatives. If you are choosing to pay a fee, or hire a contract recruiter ensure your recruiter is highly skilled in both search and selection, or consider outsourcing pieces of the processes to firms or people who are highly skilled in a specific area, or make certain that your internal resources have all the tools & training they need to improve their hiring batting average.
Options for Generating Candidates at the top of the funnel:
A. Hire a Contract Recruiter, a full scale Search Firm or a local Employment Agency
Interviewing & Hiring A Recruitment firm or Professional Recruitment Contractor: Questions you may want to ask. 1) How many placements have you made in our field/niche/industry/position level? 2) What is your passive candidate strategy? Please outline it. 3) What system are you utilizing to evaluate your candidates strengths, behaviors,and competencies as they compare to our immediate and long term needs for the role? 4) What is your due diligence process? Who pays for that? 5) What is the average tenure of your placements? 6) Will you consider a fee arrangement with a percentage weighted on retention 7) How many customers have you retained for 5+ years?
B. Sourcing Candidates through the Boards & Internet
1) If you using the boards to source candidates – hiring a 3rd party sourcing company might be a prudent option; these companies have armies of people who scour the job boards while we in America are sleeping. The average cost of this service is $1500.00 per search to $2500.00 per month. Different companies charge based on the deliverable. This emerging industry is rapidly taking their stake in the talent acquisition sector. 2) Resume Search Aggregation and Filtering – these are software as a service subscriptions that take your job specifications and pull appropriate resumes from a multitude of job boards. This type of software can save your internal Sourcers or Recruiters hundreds of hours. 3) Posting technology – There is job board and social media posting technology that takes your single job posting and delivers it to hundreds of specialty sites in seconds. Pretty cool!
C. Passive Candidate Acquisition: Social Networking
1) If you chose this route make sure you are hiring/contracting with a person who has no fear of rejection, is willing and able to make an abundant of outbound calls on a regular basis and who has strong talent in navigating around the internet.
2) Linked in and Face Book are by far two of the most effective ways to find passive talent.
D. New Fashioned Head hunting
How is your recruiter planning on building the list of who to call? Do they have the resources for list building; will they outsource this function; if so how much will that cost? There are excellent technology solutions that your recruiters need be using to maximize their efficiency and effectiveness.
E. Create an EVP and promote the hell out of it
Find out why people work for your company, find out why they stay. Create an Employee Value proposition and promote it on social media, industry sites, internally, to customers, to local colleges and vocational schools, etc.
F. Pay Referral Bonuses
G. Build Your Internal Recruitment Team to Maximize Your People ROI
Consider implementing B-F with a carefully selected and trained internal recruitment team. The internal team must be evaluated based on hiring metrics