In today’s highly competitive recruiting market, convincing public-sector recruiting prospects to actually apply for a job requires unique and powerful selling approaches. So if you’re tired of struggling to reach your recruiting goals, and you’re ready to abandon your traditional cookie-cutter approach, here are the most effective actions for encouraging top applicants to apply (this list was originally developed for the public agencies in the state of Washington — WAPELRA).
Most organizations that are facing a talent shortage blame a variety of external factors, even though the actual culprit is the way their firm recruits. Even without visiting your firm, I can guarantee that your recruiting process contains several of the following egregious “talent killing” flaws.
Even though increasing corporate innovation is almost always a top-five CEO goal, surprisingly few in recruiting realize that the highest business-impact action in corporate HR is the hiring of innovators. Innovator new hires make an immediate quantum difference in an organization’s performance, direction, and image. Top executives at firms like Google, Apple, and GE have calculated the tremendous “performance differential” of their exceptional talent (this differential is the number of times that their produced value exceeds that of the average worker in the same job). Multiple differentials can range from 10 times to a breathtaking 300 times.
In last week’s companion article “The Top 5 No Cost Sourcing Approaches — And Each Is Guaranteed To Work,” I covered the five best no-cost approaches for finding top candidates. However, in today’s highly competitive job marketplace, even if you find top candidates those with multiple job choices will be extremely hard to land. So, if you are also having difficulty in the areas of selling and closing top candidates and you don’t have the resources to pay well, use the effective candidate selling approaches outlined below. All are intuitive, easy to understand, and because they produce great results, you won’t break your salary budget.
Despite all the technological advances in recruiting, most hiring managers are surprised to learn that the best way to find and hire top candidates still relies on humans. This is not conjecture or opinion because data from numerous studies have shown that if you want to hire people, great people, you must rely on referrals from people who have proven that they know talent. In addition, these approaches also allow you to move away from the typical frustrating and expensive “post-and-pray” recruiting approach that seldom excels because that approach forces you to hire “strangers.”
San Francisco-based Teamable, which uses social networks to facilitate employee referrals, has raised $5 million in additional funds and acquired Simppler, a competitor in the referral space. Terms of the acquisition were not disclosed.
I think that all sourcers and recruiters can agree that networking is essential. It helps to provide deeper connections with colleagues and community members. But what about the network you work with day in and out? Are you and your company fully utilizing your employees’ and coworkers’ networks? Your coworkers are great resources for candidates. After all, they already work for the company so they can speak firsthand regarding all the great things you sell to candidates, such as the culture, perks, and benefits. Employees can give insight and perspective to a personal candidate that a sourcer or recruiter never could about the position and the company.