Long Range Recruitment Planning
If you have ever had to replace a valuable employee in a hurry, you know all about the 'talent war.' The simple fact is, the best employees, the ones you really want to hire, are already employed or have yet to enter the work force. Companies that don't plan for long-term hiring needs are relegated to the limited pool of active job seekers (1). 84% of people most likely to join a new company are passive job seekers, those people that do not make a new job search their top priority. They need time and careful consideration to decide if and how they want to make a change. Developing a long range plan allows your company time to scan the entire spectrum of candidates, not just current job seekers. In other words, dig your well before you are thirsty. Here's how...
Assess. How many employees do you currently employ? Are they moving the company forward or are they overworked and stagnant? Do you have a suitable balance between management and staff?
How old is your workforce? A massive change (2) in work place demographics is coming as more and more Baby Boomers retire.
What are your company goals and growth predictions? Will you need to increase your work force or cut back on certain types of jobs or activities? If you cut back, how will you handle the work load? Outsource? Automate or combine jobs?
Define. The next step is to carefully define the positions you will need to fill over the coming years. You can set up a framework of salary and benefits, though these will need to stay fluid as your company grows. Health insurance and a 401(K) will not be enough to attract the best talent. Be creative in your offerings (3)- flextime, generous vacation packages, and other unusual benefits will most likely attract higher quality prospects without the direct cost of compensation.
Finally, define the company environment. Tomorrow's workers want more freedom in the workplace. They want superiors who will listen to their ideas and respect them as individuals. no amount of money will entice a high performance worker to a rigid, autocratic environment.
Go Fish. Now you're ready to lure passive job seekers and develop a deep pool of highly-qualified individuals you can pick and choose from when you need to. Keep a database of contact information on qualified candidates who have expressed an interest in your company or industry. Then keep in touch with them through a company newsletter or web page devoted just to hiring or recruiting that updates them on growth and upcoming opportunities.
Spread the word any way you can. Network through industry associations, conferences and trade shows. Find the best college programs in your industry and participate in campus recruitment fairs. Set up an employee blog where they can talk about their day to day experiences.
Ultimately, you want your company's name synonymous with "Great Place to Work." Once you establish that reputation, there will be no shortage of A-list applicants knocking on your door.
_____________________
(1) http://www.careerjournal.com/hrcenter/weddlesguide/20041115-
weddle190.html
(2) http://www.frmbc.org/newsletter/Whitepaper_BabyBoomerExodus.pdf
(3) http://www.inc.com/articles/2006/09/perks.html