The Supply Chain of Recruiting Talent
The Supply Chain of Recruiting Talent
In large companies, the pressure is on the human resources department to hire the best and the brightest. After all, a company is only as strong as its weakest staff member. There is a plethora of recruiting software programs available to savvy HR staff members that don’t require an IT degree to figure out and operate.
However, they do need to know that plugging in resumes sent from online job boards won’t be enough to secure the quality hires. Instead, the human resources team has to be proactive and apply a little supply chain logistics to their hiring process.
Anticipating a Company’s Needs
Supply chain logistics can be looked at as the end-to-end path that a product takes from manufacturing to arriving in the customers’ hands. During the manufacturing phase, there is a lot of planning and coordination required for efficient delivery of services or products. It begins with the acquisition of raw materials, to the hiring of workers, to the shipment of the completed product. From start to finish, the system needs to be smoothly executed.
In terms of recruiting talent, the chain doesn’t end when the position is filled and the contract is signed. Like the supply chain, employee hiring is always in motion. Staffing personnel have to anticipate what the company’s needs will be like moving forward. For instance, if there is a particular position with a high turnover rate, it would be in the company’s best interest to have a selection of qualified candidates standing by. This will allow you to fill the position as quickly as possible. It may also be helpful to take a closer look at the specific duties and work environment of that position. Hopefully with some research you can find out what in particular is leading to the high rate of employee members resigning from that role.
Embrace Automation
The most qualified workers can afford to be picky about their next job. That is why they will often overlook a good position at first glance. The goal for an HR executive is to capture the interest of high value prospects from the start. Automated programs can help you categorize your database so that you’re only focusing on the perfect fit for the company.
Create a HR prospect database that can keep track of potential quality hires. You can also run targeted campaigns to maintain peoples’ view of your company and brand, making you top of mind as a potential employer. There are many ways that a recruiter can reach out to prospective quality employees through automated communications. You can automatically send news of a job opening directly to your prospects or distribute branded newsletters. In doing this, you can also personalize your message to each individual, making it personal and hopefully leaving them with a positive impression of your company.
Hire the Best Recruiters
If they aren’t already, all of the above-mentioned tips for recruiting talent can be put into place in your company. However, there would still be a learning curve required to familiarize your HR department with these new techniques; especially in regards to applicant tracking software programs. This is why it is imperative that you hire the best recruiters possible.
Talent management is essential to a company’s success. If a company tries to cut corners with their human resource staff, then they will be doing the business a great disservice. A recruiter who is already proficient in these methods should be your first new hire. The other option is to go outside the company for your recruitment. Hiring a service that specializes in staffing will insure you’re getting the sharpest HR reps available.
Having a strong recruiter working for or with your company will help ensure you’re hiring the best talent.
