Looking at the new waves of change in the way people are approaching the job marketplace, let’s summarize here the reasons why you should re-consider your Recruitment process and make it evolve, using the new challenges as opportunities:
1) Top skilled talents are not looking for a job
If you are searching for new skilled talents to join your company, well, it’s better if you realize that most of them are already working for your competitors! How can you spot them? And what about attracting them? Do you really think they are actively looking for a better opportunity? I am referring to the so-called Passive Candidates who would be interested in having more details about your job offering but they don’t apply spontaneously. Maybe they don’t trust head hunters that much. But they trust people they know... so how can you leverage this in your Recruitment process?
2) The Recruitment process doesn’t end with the Hiring
In the last months you have run your recruitment campaign: you advertised the job opportunity on few job boards (Linkedin included!), involving 3 agencies and 2 independent head hunters too. Plus your career web site. After 3 months you finally got the contract signed by the best candidate and the on-boarding process has started. What about Mr 2 and Miss 3 position? They were really outstanding but the hired one had just more experience in a specific area. Fair. But, don’t you think it is a pity to lose the opportunity to re-contact these two top candidates as soon as a new position becomes available? Recruitment is a continuum process, when a position is filled another opens, so it is important to keep in touch with the best candidates we find in the way (and be update of their moves...!) and create Talent pools for specific area that you can reuse in the future or share within your Recruitment team!
3) DB of your own candidates. Why are you not considering your Fans or followers?
You have a very nice Facebook Corporate page and over 30.000 Fans. In addition you got 50.000 Followers on Twitter. Not bad! If you are considering to hire new entry level employees why don’t use the pool of young, motivated people that like your company so much?! Having people that share the corporate values, like your business and that are truly committed to succeed is more&more important. In addition the Social Networks create the right buzz that helps you in reaching the correct target, independently from the fact they are looking for a job or not. It is a sort of marketing campaign; in this case you have the opportunity to create the desire to work for your company!
4) Feed your own Talents!
Before approaching agencies, head hunters, the wild external sourcing world, when you have new positions opened, are you systematically considering your own employees? Having a good Internal Recruitment process, structured, with clear rules and paths can be incredibly beneficial for your business: increased employee retention & motivation, reduced time to hire, strategic positions can be filled with trusted internal people, better corporate image (internally and externally). Of course in order to get this result you need to know your people, map their talent and skills and spread a culture of talent development with a rich training offering, mentorship programs and personal development support...
5) What about your employees’ connections?
Imagine that you need a replacement for a senior engineer that just started his retirement process and is ready to leave. Internally there is nobody with the right set of competencies, so you have to look outside the company garden. A million of elements are important when you look for a new person: education, working experience, set of skills (hard and soft), motivation, market knowledge, team compatibility, culture and values fit, personal goals, etc. Many times you find the “perfect” candidate in terms of CV but the “worst” fit when it comes to team compatibility and values: normally these new-hires are more likely to leave the company in less than 6 months or not to pass the probation period... What if you first ask to your employees (better the ones who are covering a similar position): they may know people from the university, previous working experiences, members of interest groups that are a good fit and would be interested in learning more about the job. Half of the selection is done!