3-Part Guide to Crafting a 2016 Recruiting Plan: Part III – Execution
Successful execution of a recruiting plan does not happen overnight. It takes work and perseverance. It is an ongoing process that involves an attitude of change and learning to enable continuous improvement.
A well-executed plan will enhance your reputation, strengthen your corporate citizenship status, and build a loyal and motivated community of people who know you and want to work for you.
Conduct Optimal Interviews
It all begins with sourcing and interviewing the right candidates. Follow your predetermined strategy to the letter, beginning well before the first prospective hire crosses your doorstep.
- Hold a pre-interview planning session with all participants and stakeholders. Do this face to face if possible. Use remote technology as needed. Familiarize everyone with your recruitment checklist and their specific roles and duties. Take a 360-degree approach, involving peer-level talent, co-workers and direct reports, as well as the job holder’s manager.
- Thoroughly plot out the interview. Rank the most important qualities, experience, education and other traits that define your ideal candidate. Determine the characteristics that each interviewee will cover, such as technical skills, cultural fit and customer orientation. Outline questions, ensuring that all are behaviorally based. Decide whether testing will be used as part of your final selection process.
- Have a similar debriefing meeting. Bring the same group together after all interviews have been completed. Use another checklist to compare opinions and outcomes.
Integrate Your Technology
Mesh all your recruitment activities with available technology for maximal analyses and efficient, process-driven solutions. At the very least, put your entire system on basic spreadsheets. Consult with your recruitment experts on the latest available software and related tools.
The larger and more business critical the project, the more often you should communicate. Determine communication frequency with hiring managers and senior executives during your initial meetings. Weekly updates generally work well for other team members.
- Regular communication makes people accountable and keeps them engaged. This will take some effort, especially if you have not done it in the past.
- Expect some push back. Anticipate some negative reaction as you communicate developments and identify inevitable bottlenecks. Ensure strong senior management support in order to counteract this and achieve results. Be diplomatic and assertive, without getting aggressive or defensive in your approach.
Utilize this menu of communication tools:
- Social media: Use targeted platforms – not just LinkedIn, Twitter and Facebook – and appropriate messaging for each audience. This provides an immediate way to attract talent to your organization.
- Referral programs: Start with your current employees. By asking them to recommend other potential hires from within their networks, you can vastly expand your candidate pool.
- Crowdsourcing: This relatively new advancement promises to be a rich source of candidates when aiming at targeted markets. It bears some similarities to employee referrals, but asks a much broader group to make recommendations.
- Your career site: This is your “go-to” place for interested individuals to learn more about your company and what you have to offer. Keep content fresh, authentic and relevant.
- Community outreach: Build local knowledge of your organization and lead people to think of you as a desirable employer. Have your employees participate in career days, give guest lectures or teach courses at schools and colleges. Sponsor events. Support education and other community programs.
- Campus recruiting: Get to potential hires early. This is especially critical in STEM fields. Establishing relationships even in the first or second year of college and building on them using social media and other tools can prove highly effective.
The right formula for executing your 2016 executive recruiting plan is based on the resources you have available and the commitment you make to find the best candidates on the market. A specialized recruitment firm like BrainWorks can be one of your most valuable assets as you achieve this ongoing business goal. Contact us today to learn more.
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