Successful companies depend on the quality of the people they hire. If the only people you can attract and hire are mediocre, it doesn’t matter how great your Intellectual Property is, the company will have to struggle to get to market or stay profitable.
If your company is known for being a great place for this type of candidate and employee, then you will be able to attract great people. If it is known for being a micro managed train wreck, then not so much. You will get people who have not researched your company and simply don’t know (yet).
The results from the various methods of recruiting a new person for your company have actually remained pretty stable over the last few years.
75 to 80% of jobs are filled through personal networking, friends, former colleagues, of the hiring manager or his team.
20% are filled through job postings. What is changed with job postings is the sheer number of people who apply regardless of their qualifications.
And many companies have grown their own internal recruiting teams to include those who use the methods of executive search firms. But is it working for you?
You can contribute to the value of the candidates found through personal networking by encouraging employee referral programs and improving your company’s employer brand. Having a portal on your website that allows your current employees to actually interact with your future employees can be a really excellent way to connect with the valuable people you need. But it is a big endeavor and does require someone to manage it.
I’m sure that you have chosen to use an applicant tracking system (ATS) in self-defense if nothing else. Who has the time to bushwhack their way through 500 applications to find people who actually have the skills you need? But one of the things we’ve noticed is that many position descriptions are so generic that they give hope to people who don’t actually meet the needs of the hiring manager. A position description that actually uses the keywords that discuss the real problem that needs to be solved is much more likely to attract the people who can solve it. If you want help with figuring out how to find that out please give me a call and let’s talk about it. Book here
Is your company big enough to have at least two people dedicated to “hunting” for those hard to find people? It is very difficult to move an internal recruiter whose job has been to sort through those piles of resumes that don’t fit into a position of proactively looking for the people who do. Also some legal departments really don’t want you to “poach” from your competitors. This is why executive search firms, contingency search firms and search services firms exist. We outside recruiters can find the people you need and only when you need them. Do let me know if you’d like to discuss this.
Company culture depends on every one. Every person in the company is a “brand ambassador” and all the candidates who comes in contact with each will take away a feeling about the company and its culture.
Having clarity in the job offer to begin with can prevent all manner of problems, from “fall-off” when that perfect candidate has to come back over and over to get the details cleared up to a disgruntled employee who feels that they were sold a “pig in a poke” and not told what the job would really be.
Think very carefully about what sort of contract you want to offer. Do you do temp to perm? Probationary period? Short-term contract? or Full Time Employee/”permanent” position? We know that permanent really means “maybe 2 years, depending on funding”.
What is your company generational culture? Are you interviewing Millennials differently than Boomers? Gen X? What is your company culture and how does it mesh with each demographic? Is your hiring manager comfortable with Skype, Hangouts, Blab? Is your pre-screen and interviewing 21st century or are you still back in the last “mid-century”?
How many candidates do you interview for each job?
Do you use an ATS system? Is it hiding the best candidates? Or is it giving you too many resumes to look at? What are your criteria for the position? What is NOT on the position description?
Companies go through a number of stages as they grow and start recruiting:
Start-up and hiring only their friends and school buddies – no HR team or the CEO’s administrative assistant takes care of it.
Funded – HR rep who takes care of the paperwork but has no time for real recruiting (although she may post job descriptions)
Up and running – HR team that may or may not have time to find the “purple squirrels and unicorns” who have not replied to the job postings
Well-established – HR team with dedicated recruiting staff, who might still need some help with those “unicorns and purple squirrels”.
Where is your company? Your choices in external recruiters to find the “unicorns” are:
Contingency recruiters – you only pay them (20-35% of the annual salary of the employee you hire) if you hire their candidate, but they may not put much effort into the search.
Retained recruiters – who guarantee to replace anyone who doesn’t work out, are paid 30-35%, and only present a few resumes.
Search researchers/sourcers – who identify the people who could do the job (these work for both companies and retained recruiters) but don’t contact them or “pitch” the job.
Search Services or a la carte recruiters – who do what the retained recruiters do, but with more transparency and on an hourly basis.
Each one has their place. Which ones have you used?