Developing A Balanced Recruiting Strategy
Published on Nov 18, 2015
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PRESENTATION OUTLINE
RECRUITING STRATEGY: LOOKING FOR THE PERFECT BLEND
Balancing effective Marketing with proactive Sourcing - Corporate meets 3rd Party
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MARKETING VERSUS SOURCING
Both have value, but a successful recruitment strategy needs both
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POST & PRAY: TYPICAL CORPORATE APPROACH
Heavy marketing of positions to general public
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POST & PRAY HAS ADVANTAGES
If done right can draw constant flow of applicants to jobs
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THE AD IS MIGHTIER THAN THE RECRUITER
With the right marketing approach the ads do most of the work
Photo by Scarleth White
DISADVANTAGE OF A MARKETING ONLY APPROACH
If not targeted, Recruiters focus majority of efforts sorting applicants
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LACK OF EMPLOYER BRAND RECOGNITION AND LOW APPLICANT FLOW
Requires Increased Marketing Approach
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MARKETING / POST & PRAY
- Can save Sourcing time by creating a flow of applicants
- To improve quality of applicants target your audience
- Marketing approach may bring less results in niche roles
- Time to fill metrics may suffer with Post & Pray method
- Marketing technique must be coupled with Sourcing
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WHY MARKETING IS MORE IMPORTANT THAN SALES IN RECRUITING
- Effective Marketing will establish value reducing the need to sell
- A sales approach focuses on closing deals not creating perpetual patrons
- The audience's needs rarely dictate the employee-employer relationship
- Marketing desires to pull in the right talent rather than push in a body
- No one likes salesman let alone partners with them
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TRUE SOURCING
Involves knowing the role and discovering talent, not just head count
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MINING, PIPELINES, CONTACT LISTS
If these terms aren't in your vocabulary...you aren't Sourcing
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SOURCING MEETS SALES
Contact has to be made with passive candidates, time to sell
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SOURCING
- The ability to source will define the quality of Recruiter
- Success will rely on access to quality candidates
- There is the need to store and communicate with pipeline
- Involves some sales tactics to convert contacts to candidates
- Recruiters must have a proactive versus reactive approach
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FINDING THE RIGHT BALANCE
Recruitment needs will determine the balance of Marketing and Sourcing
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RECRUITING STRATEGY AFFECTS RECRUITERS
Ensure the Recruiters' background mirrors the formula of Marketing and Sourcing used
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STEPS FOR DEVELOPING A RECRUITING STRATEGY
- Understand who your audience is
- Find out where your audience is at
- Know what appeals to your audience
- Determine the best way to reach your audience
- Market the role and organization fittingly
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THEN FIND YOUR APPROPRIATE BLEND OF MARKETING AND SOURCING
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