3 Ways to Create Long-Term Recruitment Strategies
In the absence of a talent, it is easy to focus on filling an open slot for recruiters and recruitment managers. But that approach can give you a tunnel vision when it comes to candidates who may be suitable for other roles.
Montez’s CEO, Curt Heikkinin, says that organizations need to go away from a demand-style talent strategy and create a candidate-focused recruitment model. “You are not just looking for a gold medal winner for a specific situation; You are building talent communities and pipelines and are looking for ways to keep those silver medalists,” he says. “If you are very sophisticated in your selection process, you may not be fast enough to win a gold or silver candidate, or even a bronze.”
Here are three tips for reconsidering your recruitment process.
First of all, check your business and workforce, and think where you expect to go. Heikkinan says that to take advantage of the deep pool of candidates, your talent strategy should take a more holistic and long-term perspective. Determine the skills you want to achieve and the ways you can develop, as well as personality and qualities that are the best cultural fit. By doing this, you will be made active instead of the transaction while mapping the talent needs, Heikkinen says.
Christa Allen, Branch Manager of Finance and Accounting at Edison Group, says, “You want to interview someone with whom they are, on the basis of how they can fit for a job.” If they are a culture fit or have good communication skills, then you may be able to train them on those skill sets that they need to know about the situation that will come later.
Measurements and records
Using the digital tools, your interview process will be in the exact accuracy of the candidate’s suitability for your organization before “gut feelings”. Assessments can help to indicate that in another capacity, the candidate of another organization may be good and good for your organization, Heikkinen says, the need to start the search process when it is time to rent again To end.
By enabling the candidates to use digital tools at their end, you can help create a searchable record that makes it easy to remember the finisher of the second place when you open a new one. Heikkinen says, “If you follow the traditional process of resuming and a phone screen and interview notes, information is limited in few months and it is difficult to remember.” “But if you have given the candidates the opportunity to share skills and experience through video, then you have a recorded profile with deeper information and faster memory.”
Stay connected to second place
Even if you do not rent a person whom you have given an interview, then you know that they have made it through many hoops to get them from their organization. To build a deep talent pool, you now have to interact with your company, even if they consider their other options, Heikkinen says. Use on-demand text messaging and chatbots to inform the finisher of those other places about their job openings and opportunities.
Maintaining and maintaining these connections with the candidates who are almost (but not enough), this will give you a talent community, which you can tap if necessary. “Relationship matters,” says Allen. “Use the technology to stay in touch with these people so that when you get a hot job you get ready – you are not scrambling and reactive.”