The challenge associated with finding the best candidates to work for your organization may seem like finding a needle in a haystack. Qualified candidates are out there, but how do you find them, and how do they find you?
In his post “How Recruiting Can Meet the Challenges of a New Economy” on ERE.net, an online recruiter networking community, Kevin Wheeler discusses steps that internal recruiters can take in order to think more broadly about talent. With the economy slowly reemerging from the recession, Wheeler states that “rather than a focus on rapid growth, companies will look for sustainable growth,” and with the average age of individuals in the workforce increasing due to the baby boomer generation working longer and less younger people seeking regular corporate jobs, Wheeler asserts that, “learning to re-use and find new positions for internal talent will be important.”
The five steps that Wheeler lists in his post include:
1. Realize what is happening and accept it.
2. Assess your organization’s talent.
3. Focus on building capability, internally and externally
4. Communicate and educate
5. Focus on leadership issues, not tactics.
Cama Piccini, Recruiting Supervisor for Harris Corporation, presented at an IMF forum last November and discussed why sourcing should be a part of an organization’s recruitment efforts. Piccini defines the sourcing department as the team that is used at the first resource to supplement recruiting efforts and provide effective recruiting strategy. Piccini further defines the sourcer’s role and responsibilities. Some duties include:
· Cold Calling
· Name generation
· Database mining
· Complex internet searches
· Online databases
· Contact lists
· Nice job boards
Piccini also places an emphasis on the importance of recruitment advertising. “There are some sourcing tools and resources specifically around recruitment advertising. Right now, the most important thing to do is to get your name out there, your company culture, values, mission in order to attract that top talent.” Examples of tools utilized to accomplish this include blogs, Youtube, newpapers, magazines, strategically placed internet job postings, e-mails, and online ads. By utilizing these tools, Piccini asserts that companies can also gain better access to passive candidates. In the end, using a sourcing team proves beneficial to the company.