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The employee recruitment process is one of the more critical aspects of running a successful business. As a business owner or manager you need good employees to address critical business needs. And yet most everyone treats hiring as a necessary evil only to be done when it is absolutely necessary.

Adopting a different philosophy about recruiting and hiring employees can provide the edge necessary to get the best employees, faster and for less money.

Start by understanding what employee recruiting is all about. Think of recruitment as an on-going process designed to develop a cadre of qualified candidates. There are two key take-aways from this approach.

First, the search for new employees needs to be an on-going process. Continue to fill your talent pipeline. If you recruit only when a position is open, you will always be in a reactive mode. The best analogy I can provide is to think of recruiting just like selling. You are always on the lookout for new sales opportunities. The same holds for efforts to hire great people. Filling the talent pipeline.

Second, you want a choice of qualified candidates. To have qualified candidates it is necessary to understand?the business needs and what skills and behaviours will be successful in your environment.

Knowing what to look for and relentlessly trying to find those people are the keys to successfully recruiting and hiring top employees.

Now that you understand the correct philosophy, your next step is to develop a strategy for Recruitment.  A comprehensive, step-by-step strategy dictates exactly how to develop the calibre of qualified candidates. How much money to spend on your recruitment, where to look, who should do the recruiting and the recruiting success metrics are just a few of the issues covered in a good strategy.

One absolute guarantee is that there is no one best source for sourcing  candidates. The recruitment resources are only limited by the imagination. Successfully attracting the right people involves using multiple sources. There isn’t one single source that works all the time.  Just remember placing an advert on a job site and sitting back isn’t the answer now.  This may have worked for your office but today we have Social Media tools that get information out there now and referrals where people will talk about their experience with XYZ your company, especially on how they were interviewed previously or if they know of someone who loves to work in your organisation.

Part of the recruiting strategy is to decide how best to deploy resources. , online postings,  head-hunters, etc. are all legitimate recruiting sources but your specific situation will determine which is best.

Finding and attracting top employees is not free. There are costs in money, time and resources. It is too easy to throw a bunch of much money and time at recruiting without a return.

Finally, there are a number of options out there  available to help with recruiting. These include head-hunters, search firms, talent specialists in your industry.

The conclusion is that you cannot leave your employee recruiting to chance. Plan your activities, measure?the results and have an on-going strategy to keep the talent pool filled.

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