6 Steps to Building A Bulletproof Recruitment Strategy
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Erin Wilson of hirepool gives awesome insight into the world of recruitment.
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6 Steps to Building A Bulletproof Recruitment Strategy
- 1. Smart Sourcing and Recruiting professionals read RecruitingDaily (and watch our webinars) 6 Steps To Building A Bulletproof Recruitment Strategy.
- 2. HERE’S THE PLAN ➔ Housekeeping for today Listen only mode, #Rdaily, We are recording ➔ Take notes and ask questions You’ll get the slides but make some notes to help yourself later. Don’t be shy. ➔ We don’t bite Too many times people join webinars and never take action.
- 4. SPECIAL THANKS https://www.glassdoor.com Glassdoor holds a growing database of millions of company reviews, CEO approval ratings, salary reports, interview reviews and questions, benefits reviews, office photos and more. Unlike other jobs sites, all of this information is entirely shared by those who know a company best — the employees.
- 5. Step 1: Get your house in order
- 7. Step 3: Ruthlessly prioritize business needs
- 8. Step 4: Candidate experience by design
- 9. Step 5: Make it simple for the business to follow
- 10. Step 6: Data, data, data
- 11. Q&A
- 12. THANKS AGAIN @RecruitingDaily @RecruitingBlogs @RecruitingTools
Notas do Editor
- Front of the house - talent Back of the house - business It takes two, baby. Reservations. If you have no reservations you have no customers, no revenue, no restaurant. If you have no interviews you have no candidates, no people, no company. Imagine if you were a restaurant and your customers showed up only to wait, be sat at the wrong table, have their orders forgotten, et al.
- Talk about requirements for one role and typical behavior… transcending to organizational needs which leads to the drowning of under-resourced recruiting teams, and dilution of talent brand in market. Answer the ‘WHY’ are we talking about talent engineering? (ok fine, more commonly associated with recruiting strategy) We just got approval* to hire 200x people. Go! Slow down and ask questions that will likely be met with incomplete, shallow, or transactional responses.
- GSD: Use a spreadsheet where each sheet represents a department or team or executive and have an assigned owner for each sheet list their business needs (aka new-hire headcount) for the next quarter - six months. Send it out on a Monday. Ask for it back by Friday. The following Monday have all of the owners in a room for 60-90 minutes. Use target transparency to stimulate communication and alignment across the stakeholders. Aim to surface questions and answers to potential blockers in talent acquisition or lead to attrition one way or the other (voluntary or involuntary) Since multiple departments are asking for a data analyst should we consider centralizing this business need? Is it time to invest in a security charter? Where does Research live? Challenge: get to a company-wide unified list of priorities all stakeholders agree with
- Candidate-centric Focus on the edge cases The value of responsiveness: priceless
- Prescriptive vs facilitative Give to get mentality or more politely ‘checks & balances’ Structured interviewing
- Forget fancy data for now. Use data to do things better like … for example resume reviewing between talent and hiring managers before the first phone call. Quality of source Turn rates Candidate experience survey OAR