How to Recruit Great Talent

Every company wants to find the best employees available, and organizations will do everything just to be able to spot those shining talents. The smartest employers recruit from a pre-qualified candidate pool of potential employees before they need to fill a job. They even develop relationships with potential candidates even before they need them.

Here are some of the best ways to develop your organization’s talent pool and recruit employees. The earlier you adopt these strategies, the better your organization will do when it comes to getting the best talent.

Develop your ideal candidate – Not only should you hire people according to how they can contribute to the organization, but also how that employee can uphold to the ideals of your company. Develop a job description that not only defines key responsibilities and outputs of the position, but also the behavioral characteristics of the person you feel is your ideal candidate.

Tap your employee networks – Spread the information about position availability, or eventual availability, to each employee through word-of-mouth so they can constantly look for superior candidates in their network of friends and associates. You could also encourage employees to gather business cards from and develop relationships with highly-potential possible talents. Set up a trade show booth to meet and get to know potential candidates as well as customers. Other networks you can tap into are your social, board, and academic connections.

Search through industry contacts – Pay for your company (or your employees) to participate in and network in industry groups, conferences, and trade shows. Information about potential employees and industry leaders can be gathered in association memberships and trade groups. Develop a plan for contacting these people systematically and regularly. Share your job description with them through mail, e-mail, telephone, instant messenger, or by fax.

Utilize your website– Most company websites feature a Careers section wherein they display job vacancies within their organization. However, instead of the usual dryly-written job listings about available positions, include your company’s vision, mission, values, and culture of your company. This information sets your company apart from others in your industry, making the job listing "sparkle" with personality therefore attracting more potential employees.

Utilize the Internet – Aside from your company website, the Internet can also be a rich spring of potential talents, especially when not everybody browses your site. You can also post your positions on professional association websites, on state or local government websites, newspaper-related websites, or commercial job hunting websites.

Maintain frequent contact with interested candidates – Do not let potential employees submit their resumes and never hear from you again. Enable interested candidates to subscribe to the company newsletter, follow-up all website submissions with a greeting thanking the individual for their interest in your company. Invite potential employees to visit your company when they are in the area. A professional and ongoing contact with interested people ensures recruiting success.

Use headhunters and recruiters – Sometimes you need more people to look for the right person for the job. It can be worth your time to utilize the services of headhunters, recruiters, and employment placement firms. Expect to pay between 20 to 35 percent of the cost of the new recruit’s annual salary.

Consider using temps – Temporary staff can be a solution when staffing a position you are not sure you need for the long run. Temps can also provide a useful buffer for the ups and downs of the business cycle so that you do not have to affect your core staff during down times. Temporary staff firms save you immense amounts of time as they provide testing, drug screening, reference checking, and anything else you would like for a nominal fee.

Provide publicity about your company – The amount of publicity your organization receives in the news and online media is tremendously important for recruiting. A few good words from an interesting article will result in candidates coming to you.

 
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