As we face a difficult economy it becomes increasingly important to think wisely and not get emotional about sourcing job candidates. With smart decisions you can actually move ahead of your competition if that is in another company or within your own company with competing recruiters.
Probably one of the best things you can do is take the time to put in a 80/20 rule for your employees if you are a manager. Keep on the top 20% of your most productive recruiters and extend their contracts to show faith during challenging times. Then you will need to look to trim the excess with the bottom 10% and look to even take more out if necessary.
The middle 70% you need to be very careful with because each situation is going to have to be taken care of on an individual basis to find out exactly what works and will not during this recession. Often effort can go unnoticed so it becomes important to carefully view what each person does with their time during and outside of work.
Even if you are not a manager these same rules apply and you have to be smart with analyzing how to spend your time and focus on the 20% that is going to pay off the most. Find areas that suck your time and don't create productivity in finding ideal candidates.
Look to train and make improvements daily in your strategies and look for ways to do so after hours when you are not working. It is best to be smart with your efforts and implement methods and test them during the day and re-evaluate daily what is working well and what isn't. You can be amazed what you can change with a few tweaks here and there.
You need to also start planning your hiring needs by the quarter for all of your major positions that you need to fill. If you do this then it will be a good example for all of the line managers who can implement similar tactics by updating their quarterly agenda and follow that up with quarterly tracking.
Make sure to find out what social media avenues work well during this time frame and implement them such as Entice Labs and Jobs2Web. These are great ways to find new markets of potential candidates that can lead to a solid nuturing pool.
These are going to be wise avenues for you to create a lot of money during this time that will save cost per hire and improve your time per hire. All of this can lead to a huge boom when we come out of this economic downfall. - 17943
Probably one of the best things you can do is take the time to put in a 80/20 rule for your employees if you are a manager. Keep on the top 20% of your most productive recruiters and extend their contracts to show faith during challenging times. Then you will need to look to trim the excess with the bottom 10% and look to even take more out if necessary.
The middle 70% you need to be very careful with because each situation is going to have to be taken care of on an individual basis to find out exactly what works and will not during this recession. Often effort can go unnoticed so it becomes important to carefully view what each person does with their time during and outside of work.
Even if you are not a manager these same rules apply and you have to be smart with analyzing how to spend your time and focus on the 20% that is going to pay off the most. Find areas that suck your time and don't create productivity in finding ideal candidates.
Look to train and make improvements daily in your strategies and look for ways to do so after hours when you are not working. It is best to be smart with your efforts and implement methods and test them during the day and re-evaluate daily what is working well and what isn't. You can be amazed what you can change with a few tweaks here and there.
You need to also start planning your hiring needs by the quarter for all of your major positions that you need to fill. If you do this then it will be a good example for all of the line managers who can implement similar tactics by updating their quarterly agenda and follow that up with quarterly tracking.
Make sure to find out what social media avenues work well during this time frame and implement them such as Entice Labs and Jobs2Web. These are great ways to find new markets of potential candidates that can lead to a solid nuturing pool.
These are going to be wise avenues for you to create a lot of money during this time that will save cost per hire and improve your time per hire. All of this can lead to a huge boom when we come out of this economic downfall. - 17943
About the Author:
Cade Krueger consults with recruiters as the Director of Sales for Entice Labs and helps recruiters with sourcing job candidates for ideal hires. He also endorses a product, called TalentSeekr, for human resource recruitment that reaches five works the audience at a tenth of the investment of job boards. This helps to save recruiters work and money.
