I’ve been asked to consult with a few companies on a recruitment strategy that they can implement on an ongoing basis. Once they realize that they have to spend some time, effort and money, they usually stop communicating with me. What most of them are looking for is a specific spot to post jobs where more applicants will apply. Generally, if you know your industry well, you’ve already discovered the job board or website where you’ll find the most success. There’s no magic pill you can take to make good candidates come to your door, but there are a couple of things you should be taking a look at.
1. What Does Your Ideal Candidate Look Like?
You’ve likely already made a list of degrees and types of experience your incumbent should have in order to do their job. Do a little research and find where those people are so you can start interacting with them. Whether you’re attending a networking event or just creeping people online, it’s really easy to be proactive and start introducing yourself to them BEFORE you desperately need someone. . If there isn’t a pool of candidates geographically close to you, could they work from home, or will you have to entice them with a relocation budget?
2. What Do They Want?
While you’re interacting with potential candidates, you can ask the question yourself. “What do you look for in a work environment?” or “What could an employer do to make you excited to come to work every day?”
3. What Do You Have to Offer?
Are you offering your candidates what they need to be happy? Do you pay a competitive AND liveable wage? (i.e. if you’re paying less than other companies OR paying the same as other companies but the wage isn’t enough to live off, you’ll only get top performers by accident). What kind of benefits are you offering? What type of work environment do you have?
It’s not rocket science. You need to compare question 2 and question 3 and see where the gap is. If you don’t feel like providing at least some of the things your target candidates want, they won’t work for you, so you’re going to have to lower your standards.
About the Author
Scott Keenan is a Recruiter for Priority Personnel Inc., with several years’ experience recruiting in both the public and private sectors in addition to marketing and social media roles. As a self-described professional cynic, he provides unique insight into modern recruiting from both the recruiter and candidate’s perspective. You can follow him on Twitter or connect with him on LinkedIn