Recruitment Strategy: What can I do to attract a more rounded candidate pool?
The way to approach this is with the express focus of maximising your quality of hire. If you simply follow the process mentioned in my earlier post, then all you will do is spend your time working through the inbound response and basically rule people out.
You need to spend time attracting good quality candidates into your process and communicating clearly why it represents a great opportunity for them. There are a number of areas where you can make a significant difference to which candidates you attract. If you want to start talking to the upper quartile of your market, then you need to inject some excitement into the process.
Write better advertising copy.
Only the most active candidates are going to be interested in an advert that simply contains a cut and paste from a list of duties on the job spec. Spend some time writing adverts that are interesting, that show people what is in it for them and that resonate with you target audience.
This takes time to perfect, but there is training available or you get a specialist to do it for you. Either way at least if you get into this mind set of trying, it will better than most of the competing adverts out there.
Engage with candidates and initiate discussion
Don’t just send candidates to a faceless “apply here” button. Let them hear from the hiring manager, someone in HR or a well briefed external consultant about the potential of the opportunity on offer to them. It is easy enough for the hiring manager to make a quick video or write a personal intro outlining the opportunity and future prospects of the role. This extra information will help candidates make an informed decision about their application.
People drive profit and so getting the right people into your business and keeping hold of them is core to commercial success. With this in mind, you can’t rush or cut corners with recruitment. Of course, you can use technology to help drive efficiency, however your recruiter needs to identify and engage with top candidates as soon as they can.
Good quality candidates will have options and so if you don’t get in there and speak to them, then quite simply you gift competitive advantage to those that do!
Promote the opportunity and don’t select on remuneration
Start understanding the potential of candidates, rather that selecting on how many years of experience and current salary. By engaging with them more thoroughly through the process, you allow yourself the opportunity to select from a wider pool of candidates.
Whoever is managing your recruitment assignment, whether internal or external, they need to have the capability to quickly understand a candidate’s drivers and communicate clearly what makes this a genuine career development opportunity. This is not just the short-term salary increase, but the longer-term opportunities for their future development.
In reality to get the best short list you want to approach every assignment from scratch and not just receive a list of candidates that happen to be registered on a recruiter database. That is not to say the best candidate won’t be active, as I am a great believer that the best candidate could be interested for a number of reasons.
This is why you need to allow your recruiter, whether internal or external, the time to write good advert copy, explore referrals and direct approach to ensure that you are engaging all of the people they need to, in order to create the best shortlist possible. You will then be able to start interviewing safe in the knowledge that you have followed the most relevant strategy to get the best people into your business!