Top Talent Isn’t in One Place

I bet you have an incredible marketing and sales strategy for your business. After all, you’re in it for revenue and profit, right?

I bet you hired market researchers to determine the best market segments to focus product development, marketing and sales efforts. After all, if the products or services don’t sell you aren’t going to be in business long, right?

So what’s your plan for recruiting top talent?

Hmmmm …. if you hear crickets chirping you’re not alone. Most companies do not have a strategy for finding top talent. They don’t have a plan for hiring mediocre talent either, so you can count yourself in with many others if that’s your predicament.

Tapping into one client pool will not yield be best sales, right? So why are you tapping into just one talent pool to find the best people for your company? [tweetthis display_mode=”button_link”]Top talent isn’t in one place![/tweetthis] You need a combination of avenues to make the most of your recruiting efforts.

Here are some ideas and facts to support my thoughts on this, courtesy of HR Dive:

  • Today’s two top job search engines—Indeed and Simply Hired—accounted for the bulk of external online recruiting activity, namely 62% of interviews and 59% of hires…
  • SilkRoad, which offers cloud-based talent management solutions, also found Indeed delivered more than six times as many interviews as CareerBuilder, the next largest external source, and it also yielded nearly two and half times as many hires as all the other top branded external sources combined, i.e. CareerBuilder, Craigslist, LinkedIn and Monster.
  • Employee referrals dominate recruiting among internal sources, the report found, producing 40% of interviews and 37% of hires, while ranking number one for hires among all the sources in the study.
Target Candidates

LearnInterviewingSkills.com/4EasySteps

I challenge you to do two simple things THIS WEEK to transform your hiring practices.

  • Go to Indeed.com and look at your company profile. They already set one up for you, so I’d check it right away. [tweetthis display_mode=”button_link”]Check your companys Indeed.com profile. More candidates there than anywhere else![/tweetthis]You had no control of what’s on there so far but all the candidates for your positions are looking there. Enhance the company profile and make sure there are clear ways for candidates to get to your openings when they want to submit their resumes.
  • Implement an employee referral program to reward your employees for submitting top talent. No one knows your company culture and practices better than your existing team. Wouldn’t you rather give them a bonus for finding a new team member than a stranger at a recruiting agency? You know your budget better than I do, but if you’re willing to pay 20-30% placement fee to an agency I bet you can afford a $500 referral bonus fee to your employees.

The point with recruiting is to find the most qualified candidates for the jobs open at your company. The analogies are endless here, but you can’t fish in the same pond for everyone. Diversify your practices just like you do with your sales and marketing strategy. Good luck with your searches!