February 7, 2007

Tips from Top Performers

At Staffing.org – This is the time of the year, the time when we’re collecting performance data from employers. The range of performance always prompts thought and we’ve started to go to the better performers to try and understand what is driving that performance. We say better because it’s too early to say best. The data is just beginning to come together and there’s a lot of it we haven’t had a chance to go through yet. From what we’ve seen, we’ve already got some clues on how to be better. Here’s what we’ve learned so far:

1. Find out what the hiring manager really wants before you act.

The better performing organizations seemed to have “front loaded” their recruiting process to take the time and use an approach that enables them to ascertain what the recruiting requirements are. “The extra hours or even days are worth it.” A stitch in time saves nine.

2. Mine your own candidate databases first.

One organization told us that significant investments in staffing technology were being wasted because managers and recruiters “felt” better about new candidates sourced for specific positions. “It was so easy – and relatively inexpensive, to post a position on a job board, so that was always the first action – and once sourcing started, it continued.” And continued. Now that organization requires approval to post a position. “It’s hard to break habits – especially with hiring managers seeing the job board advertisements” on television. Instead of throwing up a new add every time there’s a job vacancy, try searching through the organization’s database of applicants for previous openings. The better organizations consider this approach to be the keystone of truly strategic recruiting and their data indicates it reduces recruiting time and costs.

3. Treat candidates like customers.

It seems as if the best candidates are “mad as hell and aren’t going to take it anymore.” Many recruiting operations have used their organization’s good reputations as places to work and their name recognition as grounds to cut corners on candidate care. It doesn’t work anymore. There are a lot of smaller organizations out there, working to get name recognition, who are treating their candidates more like customers. Good candidate care improves recruiting performance.

4. Don’t treat all candidates the same.

Sounds like we’re contradicting ourselves – but the better performers mean that the position level and recruiting difficulty for the jobs the candidates are applying for should be taken into account. One organization in particular gives any “high interest” candidates and “critical” job openings to recruiters with particularly good one on one recruiting skills.

5. Keep good notes.

Back in the day of paper and folders, the maxim was “the file tells the story.” Some systems seem to have made it harder for recruiters to record, access and get the story. The better performing organizations have solved this problem and are requiring recruiters to review similar previously filled requisitions before initiating recruiting.

The complete report will be published April 2.

To participate in the Q4 survey go to: http://www.staffing.org/surveys/