Post Recession Strategies for Recruiting the Best Talent
Post Recession Strategies for Recruiting the Best Talent
Need a clear sign the economy has officially turned the corner into economic recovery? More people are now quitting their jobs than being fired or laid off for the first time since 2008.
"Resignations generally outnumber layoffs in ahealthyeconomy," according to John Wohlford, an economist with the Bureau of Labor Statistics. "During recessions, people are hesitant to quit because jobs are scarce."
And as the economy recovers, companies with hiring freezes are beginning to thaw out those hiring plans. The competition for the best and brightest will start heating up as employers start tapping the job market at the same time.
Hopefully you can avoid some of the competition with a well planned employee retention strategy, but some turnover will be unavoidable. That means it's time to dust off your recruiting strategy and get ready to participate in the talent war.
Put it on paper.Identify which positions your company needs filled and develop job descriptions for those positions. While you're putting pen to paper, identify five to ten characteristics your ideal candidate would possess.
Use your website to your advantage.Approximately 90% of job seekers report that they go to a company's website before applying for a job. Make sure your website tells visitors about your corporate values and why your company is unique. In short, make the candidates who visit your website think, "this company is for me!"
Connect with social media.Create career pages on the leading social networks like Facebook, Twitter and LinkedIn. With more than 535 million users of just these three networks, social media is a great tool for both sourcing and vetting candidates.
Try mobile recruiting. A study conducted by Morgan Stanley's Investment Management Journal predicts that more people will access the internet from mobile devices than personal computers by 2015. Mobile recruiting may include creating a mobile version of your career site, sending text messages to candidates and interactive Quick Response (QR) codes on job promotions.
Ask for referrals.An employee referral program can help you find passive candidates and lower recruiting costs. Candidates referred by employees also tend to be more talented, having already been screened to some degree by the person referring them. After all, a poor referral will reflect badly on both the candidate and the employee who referred them.
Consider outsourcing. The most crucial part of finding the right employee is the face-to-face interview. The rest of the process may be too time consuming; robbing you of time to focus on your core competencies. Recruiting and staffing firms specialize in these skills and are dedicated to finding you the right people. They may even complete the sourcing and recruiting process faster and cheaper than you could.
As Jim Collins said in his book Good to Great, "Those that build great companies understand that the ultimate throttle on growth is not markets, technology or competition. It's one thing above all others: the ability to get and keep enough of the right people."
Finding the right people to make and keep your company great starts with an effective recruiting plan. Doherty Staffing Solutions can help you recruit new employees for your company while you focus on your business. For more information on recruiting strategies, contact Doherty Staffing Solutions.
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