Many employers have a loose set of recruiting strategies as do many recruiters or headhunters. The goal of any recruiting strategy should be to maximize the hiring of “A” candidates and minimize the hiring of “B” and “C” candidates. The question that you have to ask is “how do you know who is an A, B, or C, candidate? Is it solely based on applicable hard skills or is there more to it than that? If you don’t have any recruiting strategies you should consider developing them to create direction and consistency in your recruiting process.
For Employee Insights LLC and many professional recruiters, we use a specific set of recruiting strategies that utilize the latest social media outlets to find the best candidates. Beyond the hunting phase of the process we use an objective processes that determines what the job is all about and what type of person will be best suited for that job. We use proven recruiting metrics and assessments that not only yield an accurate evaluation of the position being offered but also an accurate match of the candidate’s traits and attributes to the position. In addition, our interviewing strategies involve at least 2 interviewers at all times allowing one person to ask the question and the other to listen and watch closely to the answer. All interview questions are formulated from the job benchmarking and disc assessments.
Key to your recruiting strategies must be a specific set of recruiting metrics. Your recruiting metrics must be specific, measureable, realistic, repeatable, consistent, related to the job, and most importantly objective. Again a job benchmark is a key part of this process as it creates the accountabilities and job hierarchy that is the basis for all hiring metrics from that point forward. It makes the process very objective because the guts of the job are determined by multiple subject matter experts, not just one supervisor.
Many professional recruiters have recruiting strategies and metrics but many have taken the traditional path of hard skills and interviewing as their basis for decision. This tends to be much less objective as many candidates will lie about their hard skills and the interview process can easily be skewed if the candidate is good at interviewing.
All of Employee Insights candidates will go through the same process with hard numbers to back up each and every part of the process. The job benchmark will have specific metrics associated with the job hierarchy that will be used and compared to specific metrics that will be generated from the disc assessment. These metrics are consolidated in a report called a “Gap”. Employers will be given this gap report once a suitable group of candidates is available to interview.
See a sample of a job “Gap Report” for a visual of our recruiting metrics.
An Un-paralleled Process that goes beyond filling a position.
Call us today to learn more about how recruiting strategies have changed and what that means for your company’s human element. The process doesn’t stop when the candidate walks through the front door for his/her first day of work. Employee Insights LLC is more than just a recruiter!
Call Employee Insights today or fill out the contact form to learn more about how Employee Insights can assist your organization in developing your organization hire the best. If using the contact form, please insert “recruiting strategies” in the subject line.