Effective Recruiting Strategies

Recruiting is one of the most crucial roles of any human resources professional but it can be a game of chance if it isn’t done correctly. An organization’s success can largely depend upon hiring the right individuals. Therefore, the investment in time and effort in creating an effective staffing strategy can prove to be very valuable.

Where to Begin.  The first step is to determine exactly what the requirements are of the position to be filled.  The next stage is to define the best strategy for obtaining candidates. Advertising on  job sites, social networking, referral programs, and job search engines may be used to gather as many candidates as possible. However,  cost effectiveness must be evaluated as HR departments in conjunction with other managers will devote time outside their normal duties reading and screening resumes.

In-House Recruiting.   If done internally, it is important to keep track of several very important parameters like where candidates are coming from, which source provides the best candidates and how many applicant submissions it takes to develop an interview pool. Measuring this will help show the best way to recruit for positions in the future.  Applicant tracking software is a way to stay organized throughout the hiring process.

Using a Recruiter.  Placement services are often able to provide the right employee in the shortest time. A professional recruiter has the ability to search, read and screen resumes, interview potential candidates and deliver a select group for consideration.  It is also cost effective in a way that saves firms from having to maintain large internal recruiting departments.  Moreover, contingency staffing agencies don’t get paid until a candidate is successfully hired, and thus the risk is shifted almost entirely to the placement firms.

Putting it all Together.   Measuring results can quickly ascertain which methods are the most effective.  This will increase the chances of finding better candidates and reduce the time to hire and the costs involved.  In short, developing and following through with an effective recruiting plan should pay off significantly.


It’s Just Not Like It Used To Be

Some people are gifted with expertise in their chosen career fields and can accomplish almost anything. Others are not so fortunate. Even the best human resource managers don’t necessarily succeed as recruiters, and only a few of the best recruiters would do well as human resource managers.

A major part of recruiting involves marketing the organization and the job openings to candidates. As such it is very important that one have strong presentation and negotiating skills. Efficient recruiters must also have a good grasp of everything that is happening around them. They must have in-depth knowledge about the market, the industry, technology, and the position.

Ironically, in the current economy, few human resource managers or recruiters, have so many fabulous resumes on file that all they have to do is sort through them and make a selection. Unemployment is higher than anyone would like, but interestingly, fewer qualified individuals are actively searching for work. Not as many people are posting their resumes on “job boards” and even less are responding to Internet advertising.

Successful recruiters must use all of their many contacts, be active in the community, belong to professional organizations, mix and mingle and go where they might meet potential candidates. It doesn’t work anymore to just wait and hope that a “friend of a friend” will make the perfect recommendation. Fundamental training in recruiting skills and principles is critical to long-term success and it’s a 24/7/365 job – top recruiters are continually sourcing.

Many are looking for ways to NOT recruit! The most resourceful are those who take the time to pick up the phone, track down great candidates, interview and qualify them, present the opportunity, verify relevant facts, schedule interviews and present an offer so that it gets accepted. Successful recruiters are those who provide solutions to human resource managers, not just “fill slots” in an organizational chart.