I’m sure every manager has been through this scenario: One of your talented workers gives notice, and you must start scrambling to find a replacement. The vetting process takes a few weeks, and your company’s productivity suffers during the search. Does this sound familiar?
If it does, think about recruiting a pool of candidates before you need them. Prequalified candidates can be there and waiting for you when that unexpected opening crops up. And when you develop a talent pool in advance, you have the time to look for the best talent out there.
Finding and establishing relationships with potential candidates is a smart idea. Here are some tips for winning the war for talented employees:
Work out the criteria for the ideal candidate
After you have developed a job description that outlines the responsibilities, education, and skills you require for the job, gather your team and determine what kind of qualities and traits you’ll be looking for in an employee. Settle on the five most important responsibilities and characteristics, and use them for the initial screening.
Use all available recruiting resources
Tap into your current employees’ network for your next candidates. Have them spread the word about upcoming openings through their friends and associates. Social and professional networking means you and your people are connected to hundreds, if not thousands, of possible candidates.
In addition to Twitter, LinkedIn and Facebook, you could set up a booth at local trade shows to meet both prospective employees and customers. And talking to people in your social circle—service organizations, church, professional networking groups—will help your recruiting efforts.
Be sure to publicize that you are looking for employee referrals. Some companies will reward workers who refer candidates who turn into successful employees. Don’t leave any stone unturned as you build a candidate pool.
Recruit through your website
Many company websites include a lackluster section typically called “Job Openings” or “Employment Opportunities.” But if you want to recruit aggressively, you must show potential candidates why they should be interested in what your organization has to offer. Write about your mission, the company’s culture and your values. If your website is going to be another recruiting tool, you have to let talented people know what sets you apart from other employers and why they should be excited about applying for your opportunities.
Stay in touch with interested candidates
Once a candidate shows interest and submits a resume, don’t let them die on the vine. You will lose momentum if you lose contact with them. Include them on a mailing list, so they get your newsletter or other company materials. Nurture the relationship until you have an appropriate opening, and they’ll be ready to come on board.
Do you have an opening right now?
Contact us at Pro Talent Group, one of Indiana’s fastest-growing minority- and woman-owned businesses. We have provided opportunities for contingent employees through our offices in Indiana, Illinois, and Kentucky. And we can make direct hire placements in engineering, manufacturing and administrative positions nationwide.
