Tips for Recruiting Top Talent
By Jill A. Harvey, PHR, President
- Have senior company executives involved in hiring.
This sends an important message to candidates about how critical people are to the organization.
- Are your workforce planning and staffing
strategies in line with your organization’s compensation plan? For example,
if your goal is to recruit “A players”, are you paying
above market rate to attract them?
- Are you selling your company to prospective
hires? Don’t forget explain why someone would want to work
for your company. Candidates need to know why you like working
at your company and what sets you apart from the competition.
- Use your company’s website as a recruiting
tool. List all of your open positions on your corporate website and
keep it up-to-date. Also, have a section on your site which describes
your corporate culture and why someone should want to join your team.
Be sure to outline your company’s benefits and show candidates
how to apply.
- Build a strong network with colleges and
universities targeted to your organization’s needs. Participate regularly
in college recruiting job fairs and have your company’s
top executives make presentations to the students.
- Make sure you take the time to thoroughly go over
the position description and specifications with your recruiter before the
search begins. The more time you invest upfront educating the
recruiter on your company, department and position, the more
time you’ll
save in the end. If you’ve just started working with a recruiter,
take the time to give a company tour and have the recruiter meet
the staff. This helps a recruiter “paint a picture” to
a candidate about your organization.
- Treat your recruiters as business partners. Include recruiters in business meetings of units for which they are hiring. The more a recruiter can understand your business,
the more successful he or she will be in helping you find the
right fit for your organization.
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