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Hiring Tips

Updated on June 25, 2013
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Reduce Time To Fill With A Good Recruiting Strategy

The vision of a recruiting organization should be to create an innovative and business focused recruiting team that utilizes leading edge technologies, implements streamlined and consistent processes, and develops strong relationships with candidates and business partners. This “Best in Class” approach will allow organizations to deliver high quality candidates that meet the needs of the business as well as provide a strategic recruiting advantage in the marketplace.

Attracting the Best Talent Begins at the Kick-Off Meeting

To find the best talent the recruiter must first understand the requirements of the Job. During the kick-off meeting the recruiter meets with the hiring manager to go over the position description, discuss the skills needed for the position, learn about the business unit and discuss headcount projections.

It is during the kick-off meeting the recruiter will work with the hiring manager to develop a recruiting strategy to find qualified candidates for the position.

Sourcing for Qualified Candidates

Recruiting candidates for job openings requires the recruiter to use multiple sources to find qualified candidates. An effective recruiting strategy will include tapping into web based resume and job posting databases, user groups, social networking, search engines, research and competitive analysis, referrals, agencies, conferences, associations/membership organizations and diversity advertising.

Using the Web to Find Talent

Applicant Tracking Systems - Candidates can submit resumes on-line to your open positions. Most of these databases are able to let Recruiters post open positions on the company’s website as well as job boards like, Monster.com, CareerBuilder.com, America’s Job Bank and others. Recruiters can also search resumes in these databases by skill set.

User Groups – Joining the discussion or seeing if you can post jobs in the users groups can be a great way to find candidates and network.

Social Media- Using linkedin.com, Spoke.com and Orkut.com to network with potential candidates on-line can be a good source for referrals. Besides networking, Linkedin and Facebook can also be a good way to post job openings.

Search Engine Resume Searches- Google, Bing, Yahoo can be used to find resumes posted on the web.

Developing a Pipeline using Research and Competitive Intelligence

For hard to fill positions it is helpful to use researchers to develop candidate pipelines for that skill set. Researchers focus on competitive name generation from targeted companies so recruiting can cold call potential candidates and networking prospects. Research is a great way to identify passive candidates.

It is also helpful in identifying trends in the recruiting market. Knowing which companies are hiring similar skills or downsizing will allow you to target these companies for potential candidates and referrals. It can also help you gauge how competitive you are in the marketplace in areas like compensation, benefits, work life balance etc.

Tapping into Referrals

Companies often get their best candidates from referrals. A good way to keep your referral pipeline hot is to offer referral bonuses to employees who refer candidates that are hired; send email messages listing your open Jobs to internals reminding them of the referral program and asking them for referrals; checking with the Hiring Manager during the kick-off meeting to see if they may have referrals; check with all new hires for referrals; use references to network and ask for referrals.

Agency Usage

Agency usage works best when recruiters partner closely with their hiring managers to manage third party vendors to augment business units’ recruiting needs in times of fluctuating business. The goal in working with work an agency should be to reduce the recruiting cycle time.

Conferences/Membership Organizations

These are excellent ways to network and also let people know about your company and the jobs you are hiring for. It also helps with name recognition. In addition conferences are an excellent way to obtain attendee list for cold calling later.

Diversity

The more your company reflects the marketplace in which it operates, the greater your competitive advantage will be. Fostering diversity in the workplace is key and should be part of every organization’s recruiting strategy. Attending diversity conferences, advertising in diversity publications and websites can help you reach a diverse pool of candidates.

Below are examples of some of the diversity publications, conferences and websites:

WITI.com

Women In Technology International was founded in 1989, WITI's mission is to empower women worldwide to be leaders in technology.

Diversity Careers in Engineering and Information Technology, The group has conferences and articles in Diversity/Careers publication cover technical and career issues for experienced engineering and IT professionals who are women, African Americans, Hispanics, Native Americans, Asian Americans and people with disabilities.

US Black Engineer & Information Technology, The group has conferences and the publication is published four times per year and is devoted to engineering, science, and information technology and to promoting opportunities in those fields for Black Americans.

Hispanic Engineer & Information Technology, The group has conferences and the publication is published two times per year, is dedicated to promoting these opportunities for Hispanic Americans.

Women of Color Conference Magazine, is published three times a year for the Women of Color Technology Awards Conferences, presents the inspiring success stories of our award winners and other female trailblazers in the fields of technology and science.

In summary, by developing a sourcing strategy for finding talent you should hope to reduce cost per hire, reduce recruiting cycle time, reduce reliance on agency hires and fees, fill the recruiting pipeline with qualified candidates for long term hiring from low cost sources, target diversity markets, become a true consulting partner to the business and develop in-house research and recruiting expertise while leveraging the economies of scale.





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