Good, Better & Best: Talent Strategy
Finding people is easy. Finding the right people, that can prove to be a challenge. With a job market this hot, it’s imperative to pick the right strategy for talent acquisition so that you’re setup for success. Below, we’ll outline good, better and best strategies so that you can determine what’s best for your organization.
Good: Professional Networking Sites
There are many professional networking sites that are a usual tool in finding and networking with both active and passive candidates. It’s easy to setup and sell yourself in the best professional way. Sites like LinkedIn have also made it extremely easy for people to apply to any job with just one click of the ‘Easy Apply’ button. Great for candidates but could be a nightmare for recruiters who have to scour through hundreds of profiles where only a small percentage are actually qualified for the position.
This strategy enables many active candidates to apply for open positions without any proactive activity. This leaves you looking for a needle in a haystack and hoping for the best.
Better: Recruiting Firms
Recruiting firms are a better option – they have staff who can dedicate time to sourcing and vetting candidates prior to having their resume come across your desk. However, firms are tasked and incentivized with filling positions quickly. They rely on the job requisition to understand the role and then move forward quickly to ensure they fill the role prior to any other recruiting firm that you may have given the requisition to as well.
This strategy gives you time back (and reduces your headache) but also sacrifices quality of placement since firms aren’t invested in your company’s overall success, but instead, a single position.
Best: Retained Executive Search Firms
This is the best option because retained partners are invested in your company – they take the time to understand your goals and culture to ensure that they find not only a fit but the best fit. They understand the team in place and what profile would be able to complement the team and help advance the depth of the team while being about to executive on core job responsibilities. Retained partners are also well versed in not only vetting applicants but also proactively sourcing candidates that are already employed and helping to sell your company and culture to those non-active candidates.
This strategy allows you the ability to partner with professionals who are vested in your goals and desired outcomes to bring on the right talent.
For additional information, please email Chris Hillman or call (815) 261-4403 x 100