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Are You Recruiting for the Long Haul?

Integrity Staffing & Solutions

Although the economy isn’t humming along quite the way we would like to see after a recession, there is improvement.  Businesses looking to fill key positions may find that the pool of quality candidates has dried up (or is at least smaller).  What can your company do to be sure your talent pipeline is full now and in the future?

Recruit for talent the way you recruit for customers

Indeed, your strategy for attracting potential employees should sync with your strategy for attracting customers.  Your business should have a clear message to the market about the kind of business you are, how you conduct yourself with customers and employees, and how you do business.  The dollars spent attracting customers should be leveraged to attract potential employees and vice versa.

A Comprehensive, Long-term Recruitment Strategy

  • Know the direction the business is going and the skills needed to get it there.
  • Have a designated individual or department responsible for capturing contact information, building a database, and reaching out to those contacts regularly to keep them informed about the industry, the company, and the challenges.
  • Look for ways to build relationships with potential recruits.  Long term recruitment includes regular outreach to attract recruits to your industry and your organizational culture.
  • Reach out to educational institutions and professional groups to partner in their developmental activities.
  • Educate potential recruits on the direction your organization is taking, the skill sets required, and how to acquire the skills needed.  Be a cheerleader for your company.
  • Open the organization to the community. Provide tours. Participate in community events. Allow potential recruits to get to know the organization.  Create excitement within existing staff; they’re your organization’s best sales people.
  • Let potential recruits see “behind the curtain,” to understand your culture, your reward systems, etc.
  • Develop essential skills in your existing workforce through training, education, and work assignments.
  • Provide your workforce basic training on how to be “recruiters” for the organization. Including how to recognize potential opportunities to recruit and the message you want communicated.
  • Make sure your employees know to whom to refer those interested in learning more about careers with your company.
  • Re-evaluate the plan regularly. Fine tune the message. Ensure that the recruitment strategy is still in sync with your overall business plan. Determine the most effective recruitment methodologies.