Despite
running a Talent Sourcing firm, I've been struggling to identify and
hire the best available candidates for my own company. And I'm sure,
it's no different elsewhere: Leadership from all industry verticals are
facing an acute talent shortage.
Much have been debated over this issue and all conventional methodologies are being implemented by organizations, not really producing desirable outcome though.
Hence, the need of the hour is to design an innovative and result-oriented integrated strategy with total commitment to its effective implementation.
Some of them, in my opinion, are:
Much have been debated over this issue and all conventional methodologies are being implemented by organizations, not really producing desirable outcome though.
Hence, the need of the hour is to design an innovative and result-oriented integrated strategy with total commitment to its effective implementation.
Some of them, in my opinion, are:
1. Put in place a Dynamic Hiring Manager
For getting best results, you must assign the job to a dynamic Hiring Manager with excellent social intelligence skills and the ability to work under pressure.
With intense competition heating up the market for picking up best available candidates, even a small negative attitude demonstrated by your Hiring Manager may abort an otherwise successful deal. I have seen it happening, and a number of times.
2. Create a magnetic work culture.
Potential candidates talk amongst themselves, and also take feed back from the market, about work culture of the organizations for which they are being approached. When you initiate a recruitment drive and start conducting interviews, they talk even more.
When you create a magnetic corporate culture, the news spreads like wild fire, and you automatically start attractive the best available candidates.
3. Hire a committed external Recruiter
This is an important strategy, but conveniently neglected by most of the organizations.
The role of a recruiter is not just identifying the talent from market but, through their knowledge based communication with the candidates, help organization build an impacting brand equity as one of the most sought after employers.
Most of the organizations, being in a hurry to fill-up the positions, always share same assignments with more than half a dozen recruiters - creating a chaos in the job market, there by spoiling their brand equity.
However, some of my clients, who have been successfully recruiting the right talents, are always offering exclusive rights - dividing the positions.- for a set of assignments to their empaneled recruiters This approach helps all involved.
It's high time for leadership to start innovating in hiring management for attracting the best available talents, because neither technology nor a killing idea fuels growth but quality of employees who are the instruments for driving the same.
For getting best results, you must assign the job to a dynamic Hiring Manager with excellent social intelligence skills and the ability to work under pressure.
With intense competition heating up the market for picking up best available candidates, even a small negative attitude demonstrated by your Hiring Manager may abort an otherwise successful deal. I have seen it happening, and a number of times.
2. Create a magnetic work culture.
Potential candidates talk amongst themselves, and also take feed back from the market, about work culture of the organizations for which they are being approached. When you initiate a recruitment drive and start conducting interviews, they talk even more.
When you create a magnetic corporate culture, the news spreads like wild fire, and you automatically start attractive the best available candidates.
3. Hire a committed external Recruiter
This is an important strategy, but conveniently neglected by most of the organizations.
The role of a recruiter is not just identifying the talent from market but, through their knowledge based communication with the candidates, help organization build an impacting brand equity as one of the most sought after employers.
Most of the organizations, being in a hurry to fill-up the positions, always share same assignments with more than half a dozen recruiters - creating a chaos in the job market, there by spoiling their brand equity.
However, some of my clients, who have been successfully recruiting the right talents, are always offering exclusive rights - dividing the positions.- for a set of assignments to their empaneled recruiters This approach helps all involved.
It's high time for leadership to start innovating in hiring management for attracting the best available talents, because neither technology nor a killing idea fuels growth but quality of employees who are the instruments for driving the same.
Photo by Edmond Dantès from Pexels
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