How to attract & hire "hard-to-find" profiles?
Patrick De Wijngaert reveals some "best practices" about getting the best performing people into your company.
By: Patrick De Wijngaert
1. Workforceplanning is what you need.
2. A sexy job description/
3. Pick your search & posting channel
4. Improve your branding
5. Speed-up your selection process.
6. Time kills deals.
Decide Where, When & How many People you need.
Add 3-4 months and you got a realistic timeframe. (is their a learning period on the job??)
Mention the date your candidate will really be performant…
Communicate these dates to Management and business managers.
This creates awareness and a sense of urgency to start recruiting right now. It will LEVERAGE DECISIONS
2 Make an appealing jobdescription and candidate profile.
Don’t write down tasks: it gives the idea to take a lot of effort and no fun.
Write down the mission of the job & accomplishments, achievements, performance and don’t forget the fun-part.
Start with a brief description of your company and the mission of the unity, the candidate will work for. This gives the idea of being part of a greater story.
Let it read by someone out of your entity even out of your company.
Lack of knowledge can be resolved, lack of attitude not. So, attitude is for more important then having the right knowledge. No sheep with 5 feet..., but a leading sheep.
3. Pick the right search & posting channels
Define your targetpublic
Post the jobdescription in the (on-line) community of your target public.
Not every job belongs in vacature & stepstone.
Use universities, specialists, social media, groups, discussion forums,
Very important: your ideal candidate is part of the network of your business managers.
Hunt the second degree connections of your business colleagues of the target entity
4. Improve your branding.
Company profiles on linkedin & facebook have to be in line with company web & company jobsites!
Write down your company culture and a way of communicating.
Reinforce the strong & appealing points of your company in your job-offer
Get the marketing department in
Keep it simple.
5. Speed up your selection process...
2 weeks between first interview and salary proposition is the maximum time delay.
The candidate is your client. Is he treated that way?
Who is in control?
Selection & Recruitment is becoming a “sales-business”…
TIME KILLS RECRUITMENT DEALS.
MORE TIPS: JUST GIVE ME A CALL +32 496 940 219
Patrick De Wijngaert.
# # #
•is an ethical & sustainable Staffing company for permanent en temporary positions.
•doing executive recruitment & interim-management.
•for companies who take their “corporate social responsibility”