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In today's marketplace, finding the right people at the right time to add to an organization is not only important to their growth, it becomes in many cases a competitive edge. Developing and implementing the right recruiting strategy is becoming a mission critical business objective to many organizations. As a result, the role of recruiting has become much more than someone who posts job ads and screens resumes. Any successful recruiting organization will tell you that it involves a number of key components, such as:
Establishing strong lines of communications and establishing expectations with clients are key to any successful project, and it's no different with recruiting. By working with the decision makers to understand their needs, advising them on current candidate market conditions, and agreeing on benchmarks and performance metrics, recruiters can develop cost-effective recruiting strategies that will meet the goals of the client.
It all begins with the right pool of candidates. And since we all know that candidates are not always going to seek us out, we need to create a strategy that employs the right mix of candidate pool resources, referral networks and sales message. We all know from experience that simply posting a job description to traditional job boards no longer yields the results we need, so being creative here can make or break a recruiting strategy.
Establishing a strong relationship between a recruiter and candidate can sometimes be critical. By understanding the candidates' goals, needs and hot buttons, the recruiter can ensure that the recruiting process will properly communicate the employer's brand and speak to those candidates' needs. And differentiating that brand from competitors in the employment marketplace helps close on those candidates who have options.
This involves not only knowing traditional interviewing techniques such as behaviorial interviewing, but understanding how to work with an interviewing team to develop a strategy appropriate to the target roles, the timeline involved and the interview experience of the team themselves. Most importantly, it includes a clearly communicated pathway for disseminating the information accumulated during the process to the interviewers and decision makers when they need it.
One trap that recruiters and hiring managers alike fall into is the "one size fits all" approach to recruiting. Factors such as candidate pool availability, timeline or budgetary restrictions, or even the hiring volume level all need to be considered when creating the right strategy. There are times when a stripped-down process is necessary in order to achieve the overall recruiting goals, and other times when critical roles need a more detailed plan. Good recruiters know from experience what works best, and work with the decision makers..........