Getting Recruitment Right

Whether you are replacing a departing employee or adding new staff, the prospect of recruiting can be daunting.  To find the right employee, a lot of time and effort needs to go into it.  Bad hires are costly, in time, training dollars, upheaval, morale poisoning, substandard work output and in some cases, complaints and lawsuits.  A robust recruitment process is your first best defense.

Yes, you must get it right procedurally.  An updated job description, a catching solicitation, extensive sourcing tools, prescribed interviewers, good questions, a background check and an offer are the essentials. Secondly, you must assure legal compliance throughout the process…discrimination avoidance, timing and handling of background checks and proper documentation are all governed by both state and federal law.  But today, the recruiting process is evolving quickly and you must evolve with it. More importantly, you must be strategic in your approach for each and every hire.

Recruiting has evolved technically. Not that long ago, employers simply put a print ad in a paper.  Over the last few decades, we have seen web postings, online recruiting sites, internal web-based applications and job boards, electronic candidate databases and social media.  Organizations can’t afford to lose pace with these developments.

The candidate pool is more diverse than ever.  With global reach and instant access, your candidate pool can be maximized.  However, employers must be culturally savvy and able to effectively interact with peoples of multiple generations, nationalities, physical capabilities, ages, genders and more.  The recruiting process must be able to handle thousands of responses quickly, as well as identify the best suited candidates.  The sourcing activity must be able to appeal to all age groups and technical abilities and be able to reach those passive candidates who are not actively searching.

Competition is fierce.  Even with the recession just behind us, competition for talent is real.  Job requirements are specific and ever evolving, so recruiting efforts must be carefully targeted and able to outdo others courting the same talent.  With baby boomers retiring, the predicted worker shortage is becoming a reality.  Also, since the labor market is global, competition extends worldwide.  The new generations keep attentive to opportunities and don’t’ exhibit the loyalty organization’s enjoyed in the past.

Your employer branding is vital.  Your recruiting process may be your future employees’ first experience with your organization.  Your branding as an employer is just as important as your product branding.  You are selling, so you need a marketing and sales strategy that has the right message and the right time to the right candidate.

Your recruitment needs a strategic approach.  Your process needs to reflect your organization’s vision and values.  It needs to be well planned and executed. Each hire needs its own well thought out approach – it’s not a one size fits all.  The ROI on talent procurements must be maximized to keep organization’s on target, competitive and profitable.

This is meant to provoke reflective and creative approaches to your recruiting efforts.  I invite all readers to share their best practice or creative approaches to recruiting by commenting on this blog.

For a more comprehensive overview of an effective recruiting process, see my white paper:  Getting Recruiting Right.