The cornerstone to our success is the Recruiting Continuum. The continuum sequentially demonstrates the elements of recruitment while clearly identifying the connectivity of each portion to one another. Each segment of the identified elements is present in even the simplest recruiting endeavor. The better each element operates, the better the result of the recruitment effort as a whole.
When a client engages our services in Recruitment Process Outsourcing, we utilize the continuum to focus on where the client is lacking in each segment and closing the gaps to reach higher efficiencies and better results. Additionally, we continuously measure our own performance against the expected efficiencies of the continuum. This allows us to identify challenges and quickly address them, moving to solutions often before our clients experience the “pain.”
In a series of articles, we will examine each segment of the continuum. The first is Define and Attract.
Define and Attract
Define and Attract is best explained by “what is the position?” and “How are you presenting it?” Regardless of whether or not the position is formally designed or simply an idea, definition always occurs. The depth and breadth of definition plays a critical role not only in the search but in the streamlining of the search. All the parties involved in the recruiting process must fully understand the scope of the position (HR, Marketing, Business Managers, Hiring Managers, Search firms). When each party works together in harmony it results in better hires in a shorter time frame.
Accordingly, ”Attraction” follows suit. When a fully defined position is completely understood, the outreach for a candidate will become more accurate making the search easier and more pinpointed.
Following are a few steps to take to assure an effort in Defining and Attracting is efficient.
Clear expectation of type of hire
The first step in the recruitment process is identifying the need for a new hire. Ideally the Hiring Manager and recruiter together determine what an ideal candidate looks like and what attributes and skills they might possess. In consideration they can utilize, create or re-create a job description. In every case documenting and grading the most important skills by number provides the foreground for an accurate execution.
Effectiveness or presence of employment branding
The next step is to examine how the company and or this position is viewed in the current recruiting market. If there is no specific employment branding designed, what does the candidate see? What steps can be taken to present the company as the employer of choice? How should the company position itself to the pointed audience? Working with marketing the talent team should assure the right recruitment branding message is being delivered to the right market.
Documentation of advertising plan
This leads us to documentation of the advertising plan. Once the best candidate is determined, where do they reside? What vehicles will reach this market? What number of candidates should be driven to the company as compared to actively recruited? In today’s recruiting market, so many different vehicles can be used to attract candidates. Which of those best suits the specific position?
Once a general idea of how many candidates should be funneled through specific sourcing techniques is determined, document the plan fully and track all results as the effort is being executed.
Measuring and monitoring recruitment vehicles
The next step is monitoring, adjusting and re-adjusting all the vehicles to recruitment. Since advertising is only one portion, what candidates are finding you from a simple Google search? Set up a detailed tracking system for all sources. Be sure to include employee referrals, the career site for your company, social networking, job boards, job fairs, and additional sources as needed. As recruiting begins which methods and vehicles are providing quality as well as quantities of candidates?
NOTE: Most Applicant Tracking Systems capture this data but in our experience, most are not accurate as they rely on the candidate to supply the data at the application stage. The most reliable data comes from an actual personal encounter with the candidate(s).
Your career website is more than likely the first view of your company and what it “feels like” to be an employee. When your career page is easy to find from your main webpage, it welcomes new candidates. If it is easy to navigate it encourages them to stay engaged and apply for a position. Statistics show more and more targeted candidates will go to a company’s website before even checking the job boards. Companies which spend the time to develop an effective employment website ensure their place at the head of the pack for the best candidates. While in the lead, companies should take this chance to entice the best of the best- welcoming confirms the candidate’s original idea that the company is a good choice.
The implementation of a mobile site will be very beneficial to most candidates but especially those targeted in Information Technology, Engineering, and the millennial generation.
Defining and attracting the best candidates at the beginning of the initiative will get you off to a good start. Using the right techniques to recruit to your best audience is next. We’ll outline effective Recruiting in our next article or read www.people-science.com to get a jump start in advance of its publication.
Very nice post, quite interesting. I would like to ask one thing, is their any difference between PEO (Professional Employer Organization) and RPO (Recruitment Process Outsourcing)?
Thanks in Advance.
There is a large difference, in PEO, the provider is the employer of record, this is important in cases of Co-employment: http://www.people-science.com/risk-factors-in-contract-and-temporary-employment
PEO usually covers contract and temporary workers. You can read more about PEO here: http://en.wikipedia.org/wiki/Professional_employer_organization
RPO, on the other hand, is a partnership between the provider and a company. In most cases, the company “owns” the rights to the candidate. The RPO won’t be trying to employ the candidate at competitors this isn’t the case in PEO. Read more about RPO here: http://www.people-science.com/rpo-defined
Well said, RPO also ensures reduced time to cost of hire, targeted and more effective selection and less management time to source.
The continuum sequentially demonstrates the elements of recruitment while clearly identifying connectivity of each portion to one another.
I must say i really love the way u described about the Recruiting Continuum and the way you explain Recruitment Process, Special explaining all this with that chart starting of with your blog.