In the previous draft Top Talent Acquisition: Stop Fishing in the Wrong Lake, we spoke about the importance of broadening your recruiting strategy. Today, we are going to talk about developing a recruiting strategy, or as I would prefer to title it, “How Not to Kill Your Recruiter and the Recruiting Strategy”. (Decided that one wouldn’t be as marketable of a title.) So, here are some basic steps:
1. Job Description: There is nothing I detest more than having an ambiguous job I am expected to fill. If you are looking for a java developer with a certain certification, have that in the job description, don’t add it later as a filter through which you will grade all candidates provided to you. Job descriptions should have the following:
- Something about the company. So many times companies forget this portion. Sell your company in a couple of lines. Create an interest not only in the job itself, but the organization it supports. Many people would look at an HR Generalist role and see something pretty bland, but what if it was for Google? That would change things wouldn’t it?
- Paint a picture of the job. Don’t only talk about what you are looking for in terms of qualifications, but talk about the scope of the position as well. Help a candidate be able to see themselves in the position. Remember, a job description is a form of marketing, use it to its max capacity.
- Requirements. This is the sticky portion. According to several regulations, you will want to make sure this section is sealed tight but not too tight. Have your requirements listed, but include a range. For instance, if you are looking for someone who is bilingual, but it isn’t a deal killer, you can state something along the lines of: “Fluent in English, fluency in Chinese is highly favored.” This allows the candidate (or at least the ones who read the job description) know that if they do not speak Chinese they can still apply and for those who do speak it, well, they just got a gold star!
2. Follow UP! One thing that can kill a recruiter’s drive is when they identify a candidate for you, after some painstaking conversations, and you go dark on them. Understanding things happen and take priority over talking with your recruiter, however, if you start to show a lack of interest in the position, the recruiter will most likely do the same. Most good recruiters are sales people at heart and aim to please the client, but also aim to “make a kill.”
On the flip side of that, be sure to honor appointments with candidates. It amazes me how managers will blow off phone interviews or miss appointments with candidates who are interested in the position. There are no words for what type of impression that leaves with a candidate. And when you have met with them, provide feedback to both the candidate and the recruiter about next steps.
3. Pull the trigger. So, you’ve interviewed several candidates, narrowed it down to the one you want… so what are you waiting for? Many times, I will have had to endure constant requests for updates and hounding about a particular position only to have the offer negotiation process drag out for weeks. If you know what you want, then you should know what you want to pay for it, therefore, you should be able to pull the trigger. This is the last place you want to appear indecisive.
With all of the turbulence in the market and in every industry, excellence in recruiting can sometimes take a back seat. I would urge every leader to be wary of this common mistake. Remember, once you get them on, sometimes, it’s hard to get them out. Be sure you have a strategy so you don’t find yourself fishing for a trout, only to find you’ve hired a murderous shark! Happy fishing!