Recruiters employ various tactics to bring the best talent to their companies. Find best practices and research strategies in employment branding, sourcing techniques, social recruiting, and stay on top of the latest recruiting technology trends.
Recruitment, covering the entire process of sourcing, selecting, and onboarding employees to an organization, is a function typically housed within Human Resources. The person responsible for developing effective recruiting strategies will usually be a talent acquisition manager, director of personnel, or a recruiting/sourcing manager. Recruiting program changes at a strategic level may include the enhancement of candidate communications, the development of talent pipe-lining, succession planning, the optimization of recruitment channels, re-evaluation of interviewing processes, and the deployment of new recruitment technology.
Effective recruitment strategies are a pivotal aspect of procuring and retaining high-quality talent to contribute to organization’s success. The job market is becoming progressively more competitive and skill sets continue to grow more diverse. Given this environment, recruiters are required to be more selective in their candidate picks, since under-performing recruitment measures can have a long-term negative impact on an organization. Among these effects are high training and development expenses necessary to counteract the prevalence of poor performance and high turnover rates, which reverberate into aspects of employment such as morale, productivity and the preservation of the desired corporate culture.
The recruitment process supplies the organization a pool of potential candidates from which thoughtful selection should be made to fill positions. Successful recruitment begins with proper predictive measures. In this phase of the recruitment process, an organization develops plans to fill future job openings based on an exploration of future requirements. Steps must be taken to measure available internal and external talent and the present and expected resources available to be expended in order to attract and retain talent.
early everyone knows about the traditional strategies, such as use of classified advertisements and job fairs. But more and more organizations are utilizing nontraditional strategies such as billboards, cold calls, contests, credit lists, former employees, group interviews, headhunters, interns, Internet searches, job offers to stellar employees of other businesses, mentors, most-wanted lists, multimedia job descriptions, previously overlooked applications, open houses, personalized gifts, professional organizations, public records, recruitment managers, referral incentives, scholarships, social network sites and special-interest meetings.