HR professional consultant and trainer Catherine Mattice explains recruiting strategies when seeking top-notch job candidates. In this video tutorial, she covers the difference between job descriptions and job postings and tips for taking your search to the next level. Innovative recruiting ideas for an HR department are also reviewed.
- First there were newspaper ads, then came the internet with job boards. Now recruiting has exploded into full blown marketing. Post and pray is in the past, and it's time to get serious in your recruiting efforts. Recruiting is a process of figuring out where your potential employees are, and encouraging them to apply. This is no different than marketing, which is the process of figuring out where your potential customers are, and encouraging them to buy. As you come up with your recruiting strategy, you want to think about employment branding, or your company's image, when it comes to candidates and employees.
If you have a marketing department at your organization, ask them for help as you build your employment brand. One way to build your brand is with your job posting. All too often, small businesses post a job description instead of creating a separate job advertisement. Think of job descriptions like a stereo manual. If you were shopping for a new stereo online, would you buy from a company who posted the manual or would you buy from the company who lists the stereo's best features with pictures and positive customer reviews? So, your job posting should read like an advertisement, rather than a job description.
Start with an eye catching opening line or question. "Seeking fearless leader to boldly take our sales team "where they have never gone before" is better than "seeking an experienced sales manager". Use language that matches your organizational culture and you'll attract people who will fit in. Only use boring and mundane language if you want boring and mundane people to apply. Something else you could try is providing a link to a short YouTube clip, introducing you and your company. You might even ask employees to talk about why they love working for your company and make those clips available too.
Be sure to include the minimum requirements, but don't get caught up in all of the preferred attributes or you might turn off great candidates. Remember, the goal is to cast a wide net to collect as many top quality candidates as you can. So, getting too specific can create a big dent in your pool. Have fun with some of those minimum requirements. You might say, "please don't apply if you aren't awesome", "don't have five years five years sales experience "and hate math". Obviously, part of recruiting is figuring out where you will find your candidates. There are certainly plenty of job boards online, and that might be a good place to start, but I encourage you to get more creative and proactive.
You could actually go looking for the right candidates on LinkedIn or other social media sites, rather than posting an advertisement and hoping they come to you. You never want to feel like you chose a candidate because they were the best of the just ok candidates you had available. Also try advertising in places where your candidates might be. If you're a gaming company, maybe you advertise on gaming store websites. Try attending events other than job fairs. What random community events are happening that would draw the people you're looking for? You might also try unconventional newspaper ads, such as in a local LGBT magazine or church newsletter.
Really, the options for recruiting are endless. I have provided a worksheet in the exercise files for this course to help you get started on your new and improved job advertisements. I also provided a list of innovative places you might go looking for candidates. Now, with all of these options, it's easy to become unorganized in your efforts. Make a list of all the potential places you might go recruiting and pick the top three most promising. Try those three avenues and if you're not getting the kind of top quality candidates you expected, it might be time to make some tweaks to one avenue or abandon it and try a totally different one.
In other words, be strategic in where you're looking and keep track of which recruiting efforts are working or not. That way, you can be sure you're only spending time looking in the places that get you the best results, and have fun.
HR consultant Catherine Mattice outlines some of the considerations of the human resources professional, such as balancing the needs of employees with the interests of the organization. She reveals how to conduct an HR audit to identify HR practices that need improvement. She then outlines core HR responsibilities: staffing, training, documentation, compensation and benefits, performance reviews, job descriptions, compliance with state and federal regulations, and more.
- Building trust with employees
- Conducting an HR audit
- Classifying employees
- Setting up compensation and benefits
- Creating and enforcing company policies
- Writing job descriptions
- Recruiting, interviewing, and hiring new employees
- Managing employee performance
- Training employees
- Disciplining employees