11 years of recruiting for top companies has been an interesting place to grow a a solid base of knowledge. One thing that constantly amazes me is how few are true innovators and how many share a pack mentality. When setting up your recruitment program it is imperative it be multifaceted and tailored for the needs of YOUR organization. I am going to make some suggestions but hope to draw out some best practices that are working. One thing I can say is to be organizationally aware and honest with your real strengths

1. If your organization is layered in process for making a hire,

Use tools and technologies that assist in candidate communication and hiring manager feedback loops. Be targeted in your advertisements to attract the correct target market minimizing your time communicating with the unqualified market and maintaining data you will never use.

2. If you are hiring the same skill sets on an ongoing basis

Build a pipeline of talent by gathering competitive intelligence on your industry, marketplace, geography and any other factors that impact your recruitment efforts. Always know where the top talent in your competition's organization is and be prepared to act when they become available.

3. Remember your company does more than recruit

Be sure to use what your company has going for it. Companies spend a lot of money to brand themselves with customers, make sure your recruiting experience lines up with perceptions in the marketplace and delivers a similar experience.

Keep in mind candidates are also customers who have many people they will share their experiences with. I have heard some real horror stories over this economy from both sides recruiters and hiring managers not showing people savvy and candidates sometimes very unqualified grasping for work and making the job of deciding a lot more work! I feel pain on both sides and wish for the next year that we gain middle ground. We need each other. We really do, companies are starving for certain types of talent and talented people with lots of competencies are waiting to be put to work. Keep that in mind as we go into 2010 look for what we can do to bridge the gap. Happy New Year!

Views: 14

Tags: New, Patti, Recruiting, Yaritz, Year, competitive, intelligence, recruitment, research

Comment by Suresh Kannan on December 28, 2009 at 6:35pm
Well said.
Comment by Todd Kmiec on December 29, 2009 at 11:39am
Great post Patti. As a third party recruiter dealing with lots of different clients with all sorts of different recruiting operations I think there is some valuable advice here.

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