Recruiting Orientation Guide 2015
This Orientation Guide on recruiting offers advice on how to create a program to attract top talent
Recruiting highly skilled talent has become a top priority for executives as they worry over whether they can find the talent they need to meet their growth goals for the coming year.
And they are right to worry. More than one-third of employers say they want to increase full-time, permanent head count in 2015, according to CareerBuilder’s most recent “U.S. Job Forecast,” though they will likely have trouble meeting that goal. According to Bullhorn Inc.’s 2015 recruiting trends report, 75 percent of recruiting professionals report a skills shortage in the industries for which they recruit, up from 71 percent in 2014.
SWC Builds Talent Acquisition Program From Scratch
When Fran Peters joined SWC Technology Partners five years ago, she was the only employee in the human resources department. “I did everything — recruiting, employee engagement, benefits. It was just me,” she said. But the company was growing quickly, and her lack of a team or any talent management software made it nearly impossible to do the job well. So she built an entire recruiting and talent management process from scratch.
Peters started with an applicant tracking system to automate the résumé flow and screening process, which she had formally done via email and spreadsheets. “That saved a lot of time and money and made us more compliant,” she said. Compliance was critical as SWC had recently become a government vendor and had to align with strict recruiting criteria.
Then Peters partnered with the company’s marketing department to build an employment brand that would help attract more candidates. “We wanted people to be able to find our career site and quickly see who we are and what we value,” she said. The strategy included creating a series of lighthearted videos, including a piece showing SWC engineers dancing with toy robots to reflect the company’s culture message that ‘happy consultants equal happy clients.’ “Video is a very important part of our talent acquisition strategy,” she said.
Working with the marketing team, they also generated blog posts, marketing campaigns, social media ads and referral campaigns to further bolster traffic to the site. To be sure these efforts pay off, Peters reviews monthly metrics through the ATS to see where candidates are coming from and whether they are good fits for the company. For example, recent metrics showed her that the company’s branded LinkedIn ads weren’t getting the responses she wanted, but that sponsored job posts drove a lot of traffic. “The metrics showed us what worked so we can use LinkedIn more effectively.”
Today, SWC has more than 160 employees and is still growing. Thanks to Peters’ efforts to streamline the recruiting program and build an effective corporate brand, she is confident they will be able to attract the best candidates to the company and maintain that growth trajectory. “If you take the time to create a process and brand, and build ideal candidate profiles, you can find the right people — at least 90 percent of the time.”
But companies should also pay attention to the skills and needs of their recruiting team. Deloitte research shows that development programs for recruiting staff are the top predictor of talent acquisitions performance, Erickson said. “The companies that invest in recruiter training programs get the right candidates faster than companies that skimp on training.”
Recruiters also need to work closely with hiring managers — ahead of the hiring process — to develop a recruiting strategy that includes clear expectations for the manager’s role in assessing and interviewing candidates, and making decisions promptly. “Building collaborative relationships with hiring managers is another top predictor of talent acquisitions performance,” Erickson said, noting that these relationships are four times more influential than other recruiting effort in delivering successful hires.
To read the full article, “Recruiting Orientation Guide 2015,” visit Workforce Management Magazine.