The ABCs of Successful Employee Recruitment: Part II

Posted on Thu, Jun 12, 2014 @ 10:06 AM

employee recruitmentLast week, we shared the first half of what human resource expert Diane Arthur calls “The ABCs of Successful Employee Recruitment.” As promised, here is the second half of her list.

The ABCs of Successful Employee Recruitment: Part II

Notorious: Make it your goal to become the organization everyone has good things to say about. Remember that your employees are your best ambassadors. If they’re proud of where they work, you better believe that they’re going to talk about it to their friends and family.

Online presence: Five years ago, Technorati, a blog trafficking firm, estimated that every day, 175,000 new blogs and more than 1.6 million blog updates make their online appearance. That doesn’t even include the 63.2 million blogs already out there. Blogging is a relatively new phenomenon, but it is certainly a popular one. Here’s why:

  • It’s an easy way for your company to directly engage with clients, prospective clients and employees.  Use your blog to talk about your company, your products, and build relationships with your customers and prospective employees

  • Blogs make your company feel much more human because you will be having ongoing conversations with readers

  • Blogs are a cheap way to extend the reach of your company far beyond tangible borders

Persistent: Resist pressure to settle or compromise your standards if you’re unable to fill an opening right away. Instead, re-examine the sources you’ve chosen and adjust as needed.

Quick: The moment you discover you’re going to have an opening, act on it immediately. Just as important, though, plan for sudden openings by identifying and training future leaders to transition into those roles so they’re ready when the shoe suddenly drops.

Realistic: Indeed, you have a right to be picky and owe it to yourself and your organization to hold out for the best possible employee. Just keep your expectations in check and remain realistic. Does the “perfect candidate” only exist on paper or in your dreams?

Sensitive: Take a step back and evaluate the attitudes and behaviors of your organization towards those with cultural and religious differences, and those who have special needs.

When it comes to awareness about people with disabilities, for example, many folks with a rudimentary understanding of ADA mandates are, unfortunately, under the false impression that people with disabilities are coddled and receive special treatment. Teaching employees the legalities—and making them aware of what most people with disabilities want in terms of treatment—will help diffuse these myths.  

Tireless: If you relax your recruitment efforts, chances are another organization will grab the applicant you failed to pursue.

Unified: It's crucial for interviewers and hiring managers to partner with others who share the same objective, but approach things differently. Let's say that one interviewer is more susceptible to making hiring decisions based on personality alone; he or she should be teamed up with a more systematic associate: someone who can target facts instead of personality types.

Vocal: Openly and clearly express the qualities and skills you need in an applicant to agencies or others assisting your company with a job search.

Watchful: Look for signs that confirm the recruitment sources you’re using are producing the kinds of results you want and that the applicants they’re producing possess both the tangible and intangible qualities you need.

Xentigious: This is a word Diane Arthur made up herself. The last two syllables rhyme with “litigious,” which means “to keep legal.” Regardless of how desperate you are to fill an opening, never step outside legal boundaries.

Youthful: Be youthful both in thinking and spirit in order to compete for top performers, especially the scarce but vitally important group of younger workers. Specifically, think in terms of what’s important to younger workers in relation to working conditions, hours, perks, and balance between work and personal time.

Zealous: Applicants are more likely to be interested in becoming a part of a company if the recruiters are enthusiastic and appear to genuinely enjoy working there. Accordingly, consider briefly sharing some of your experiences with the company, offering vivid images of how great it is to work there.



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