How sticking to tried and true strategies can lead to above average recruiting performance.
One thing I have learned in the many years I have spent in intensive industries that required intensive hourly recruitment, is that there is no one magic bullet to solve your staffing needs. If there was, we all would not be losing as much sleep about where to find talent for our hiring managers. We all know that our ability to attract and retain key talent is perhaps our most important responsibility as HR professionals. It can make or break our success.
Being effective in this space requires diligent and ongoing efforts to build candidate pipelines, and a recruiting strategy that reaches both traditional and non-traditional candidate sources. In a tight labor market, the easiest short-term solution is not always the best long-term solution to build great talent resources for the future.
In the current labor market, many are finding themselves limiting how they are approaching recruiting and sticking to only what they know. DON’T! Here’s what you can DO beyond what you are already achieving:
My best advice? Don’t take your foot off the gas just because your current openings are filled. Do recruit both when you need people but also when you don’t. Having an active candidate pipeline will help you to reduce your hiring cycle time now and in the future. The work you put into this every day, not just when you need someone (now), will help you and your organization to build a proactive and lasting talent strategy.
Cheif People Officer