Post-Recession Strategiesfor Recruiting the Best Talent

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Need a clear sign the economy has officially turned the corner into economic recovery? More people are now quitting their jobs than are being fired or laid off for the first time since 2008. 

“Resignations generally outnumber layoffs in a healthyeconomy,” according to John Wohlford, an economist with the Bureau of Labor Statistics. “During recessions, people are hesitant to quit because jobs are scarce.”

As the economy recovers, companies with hiring freezes are beginning to thaw out their hiring plans.

The competition for the best and brightest will start heating up as employers start tapping the job market at the same time.

Hopefully you can head off some of the competition with a well-planned employee retention strategy, but some turnover will be unavoidable.

That means it’s time to dust off your recruiting strategy and get ready to participate in the talent war.

Here are six steps to help you recruit the most talented employees.

1. Put it on paper

Identify which positions your company needs to fill and develop job descriptions for those positions.

While you’re putting pen to paper, identify five to ten characteristics your ideal candidate would possess.

2. Use your website 

Approximately 90% of job seekers report that they go to a company’s website before applying for a job. Make sure your website tells visitors about your corporate values and why your company is unique. In short, make the candidates who visit your website think, “This company is for me!”

3. Connect with social media

Create career pages on the leading social networks like Facebook, Twitter and LinkedIn.

With more than 535 million users of just these three networks, social media is a great tool for both sourcing and vetting candidates.

4. Try mobile recruiting 

A recent study predicts that more people will access the internet from mobile devices than from computers by 2015.

Mobile recruiting may include creating a mobile version of your career site, sending text messages to candidates and interactive Quick Response (QR) codes on job postings.

5. Ask for referrals 

An employee referral program can help you lower recruiting costs as well as find passive candidates. Referrals from existing employees also tend to be more talented, having already been screened to some degree by the person referring them. After all, a poor referral will reflect badly on both the candidate and the employee who referred them.

6. Consider outsourcing

The most crucial part of finding the right employee is the face-to-face interview. The rest of the recruiting process may be too time consuming; robbing you of time to focus on your core competencies.

Recruiting and staffing firms specialize in these skills and are dedicated to finding you the right people. They may even complete the sourcing and recruiting process faster and cheaper than you could.

Finding the right people to make and keep your company great starts with an effective recruiting plan. Doherty Staffing Solutions can help you recruit new employees while you focus on your business. For more information on recruiting strategies, contact Doherty Staffing Solutions.

“Those that build great

companies understand that

the ultimate throttle on

growth is not markets,

technology or competition.

It’s one thing above all

others: the ability to get and

keep enough of the right

people.”

-- Jim Collins, Good to Great

www.dohertystaffing.com