Your recruitment strategy is the most important step in a company's quest to find top talent. Attracting top talent is how a company succeeds, in good times or bad...especially the bad times. So why do so many companies skip this critical step?
Typical Recruitment Strategy - The Perfect Bad Example
I your company is anything like the ones I have worked with in the past your strategy is something like the following;
Most of the problems here are related to going through a mechanical process rather than implementing a well thought out recruitment strategy. It is an exercise in filling a position rather than a thoughtful strategic plan on how to improve the company. Important but mundane tasks like screening resumes and writing job descriptions are delegated to junior people without the insight or experience to discern important criteria needed for the position. The achievement is not to better the business but to fill the seat.
A successful hire is the result of a carefully thought out strategy. This means before the process is even started, someone, probably the hiring manager needs to answer some of the 'big' questions about the position. The big questions are about how this candidate needs to contribute to the company and how it will be measured. There needs to be a Why and How included in the What at the start of the process.
For example, there are 3 reasons why a company hires an employee; to make money, save money or implement/improve a process. So how is this employee going to impact one or two of these areas? Why is it this position that will perform these functions? Why is the person in this position critical to the mission of the project or company? How is this person expected to be measured? You can see the pattern here.
Once these questions are answered, they need to be included in the ads placed online and in news papers. This will do two things for your company. It will differentiate you from the numerous other companies trying to hire the same to person. Also, if you can relay the importance of the position to a candidate, you clearly understand why it is important to the company. I'll also bet you get a better quality of resumes. Good candidates don't run from a challenge, bad ones do.
Once you are in the screening process and interview process, ask the how and why questions to the candidate, either directly in the interview or indirectly in examining the resume. Look at the progression of responsibility. Look for someone who has worked in the right kind of environment. Ask questions and challenge the candidate in an interview to explain how they would react to being asked to perform with the Why's and How's of the opportunity.
When you have fully integrated the whys and hows into your recruitment strategy, you will see a few things start to happen.
Then and only the will you have an effective recruitment strategy that will deliver you top candidates and make your company a success.