Recruiting Strategy

Personalized marketing and mass customized manufacturing are powerful concepts that when adapted to recruiting can provide a strategic opportunity to successfully recruit even the most difficult candidates. While personalizing the recruiting approach to fit every candidate is nearly impossible, the growth of social networks has made it significantly easier to “mass-customize” recruiting approaches to fit high-value recruiting targets. Personalized Approaches …

All new hires have the potential of bringing with them game-changing thoughts and ideas, but no matter how rare the talent found, seldom are major business successes ever attributed to recruiting, except in the case of “lift-outs.” While not for everyone (few recruiters have the cojones or the planning skills to attempt a “lift-out”), a lift-out is the pinnacle of …

A common question raised these days by senior HR leaders and business journalists pertains to the reality of social media empowered recruiting.  By asking if it is “real,” I presume they want to know if it is a fad or something that will dominate recruiting in five years. My answer is simple: using social media to support recruiting is not …

In part one of this two part series I indicated that now is an opportune time to evaluate new strategies and tools with regard to college recruiting.  Leading talent functions in corporations around the globe are migrating their approach to college recruiting away from being a game of chance to a more serious function that embraces cutting-edge marketing and sales …

The current lull in college recruiting is an opportune time to evaluate new strategies and tools. It is no secret that the vast majority of organizations that recruit from college campuses globally do so tactically, employing little or no strategy.  To even the casual observer, the approaches used are predictable, pedestrian, and in some cases laughable, but all of that …

Recruiting history was made this month. You may not be aware that last week marked the culmination of the most sophisticated recruiting effort executed in this century, one that will go down in history as a case study on how to recruit “game-changers.” The approaches used and the lessons to be learned are almost without comparison. If you want to …

The three basic FPI approaches include: Evaluating the steps in the recruiting process — in order to find failure points, locate the deluded individual step to determine if it is even being carried out, who is accountable for it, and whether there are  metrics for assessing the output of that step. I covered that approach in a related article. Using …

Benchmark Pass-through Rates At Each Step I recommend that you begin the failure point identification process by calculating the average “pass” or pass-through rate at each step in your process. You can start with benchmark data from other firms. For example, the following data covers over 130,000 applications from nine companies in five different industries. Process Step Average % that …

The 19 Steps in an Effective Recruiting Process In this section I’ll list each of the 19 distinct steps in the recruiting process, as well as the primary goal and the common cause of failure for each. Step #1 — Determine your ideal recruiting target — the goal of this step is to determine precisely who recruiting efforts should target, …

A more common form of squatting relates to social media vanity URLs, which let you link to your social media profiles in a more user-friendly way. Vanity URLs enable you to replace the gobbledygook (www.facebook.com/home.php?#!/profile.php?id=845862041&ref=ts) found in a typical social media profile link with a handle of your choosing, i.e. www.facebook.com/yourorgname. Organizations slow to use social media are finding that …