5 Smart Recruitment Ideas For Creative And Bold Recruitment Leaders
The first was, What advanced topics should be on the agenda to recruit leaders from the elite companies? Or as another put it, What does Google intend to do next when it comes to recruiting? Future agenda items are an important topic for me at least because after visiting well over 100 firms, we found a dramatic difference between the agenda items found on 95 percent of firms and the truly advanced topics that only elite recruiting firms like Google, Glassdoor, Indeed, etc. would even try to address.
We listed these advanced topics and goals of recruitment in descending order, based on their projected future market impact. Best practice firms that I found other people can learn from are mentioned in parentheses.
- Employer branding needs to be revised
The down economy has induced deflation in the efforts of most companies to mark employers. However, as hiring becomes more competitive and with the growth of social media and websites such as glassdoor.com, traditional approaches to employer branding will need to be abandoned. Recruiting leaders will need to know how to accurately assess the value of the employer brand, and to define the brand elements that most care for potential candidates. Smart hiring leaders will collect data showing workplace branding and company referrals are standing alone as the two most effective recruitment strategies.
- Ramp up your recruiting power
A hiring boom has already started in high tech, the mobile app industry, and Internet companies, so now might be the time to start planning for the imminent hiring boom for recruiting functions in other industries. That means leaders need to develop a plan to expand the hiring capacity and capacity of your company rapidly, without any additional budget.
- Video interviews are needed
This is definitely no longer an innovative technique, but there is absolutely no reason not to make live video interviews a required procedure for corporate recruitment. Such interviews are effective as they improve the recruiting pace, the quality of the interviews, and support the workplace while reducing travel costs significantly.
- Substitutes of technology must be found
HR and recruiting have traditionally focused on hiring and managing “people,” but it’s time for both positions to widen their reach to include the ever-increasing number of machines and robots that are now viable alternatives to employees. This will involve cooperation with the IT and technology functions to develop an algorithm for determining the economic acceptability of employee substituting.
- The internal movement needs to be strengthened
Since it has the added benefit of the growth, encouragement, and retention, in most situations an equally skilled internal applicant would be the first choice to fill out an open position. Sadly, as most internal mechanisms of movement are broken, eligible internal applicants are all too often not identified, making external hires the best choice. The recruiting function at elite firms needs to be involved in speeding up and improving that movement within them.
Conclusion
As with most advanced subjects, you won’t find them on conference agendas that concentrate on the average client. Often, you won’t find them featured in best-selling books or even in white papers funded by vendors. Also benchmarking can be minimally successful as the elite hiring leaders know the importance of confidentiality in preserving their supremacy in recruitment.
