How to set a great search strategy
Recruitment is by no means an easy task. Hiring high calibre talent is what every company aspires to do and the approach an organisation takes is what will give them the best opportunity of achieving this.
So how do you go about finding the right candidate?
Outlining how you’re going to find suitable candidates for a role is always a good starting point. Candidates fall into one of two categories; they are either active or passive. The active pool of candidates are easier to access because they are proactively looking for a new challenge. They will be searching LinkedIn, job boards, social media and newspapers in order to find that perfect role. This group is reading your perfectly scripted job advert!
Getting in touch with passive candidates is a more time consuming task altogether. These individuals are not actively looking and as a result do not have their CVs on job boards or social media sites and the underlying message here is that typically they are good at what they do and their employer is looking after them. Also, these people may not want anyone to know that they are looking to make the next step in their career as many employers now have access to the various online search tools.
So how do you find them? If you want to hire the top 5-10% of the market, you need to invest time and resource into this passive pool of candidates.
Take a software development vacancy for example. Hiring quality software developers in today’s world is an extremely difficult task. You will need to go beyond the normal search routes and this means networking with them. You need to be prepared to interact online, post relevant blogs, comment on software topics, and more importantly, take an interest in what these potential candidates do. The days have gone where a simple post advertising a software development role will find you the right person.
It’s important to understand your organisation’s unique selling points (USPs). Why would somebody want to work for you? What are the benefits of working for your organisation? Is your brand being represented in the right way through social media for example? Every business in the world – no matter its size – benefits from tactically developing a brand and maintaining it as a recognisable representation of the organisation. A strong brand identity can help attract the top 5-10% of the candidate pool.
Money is not always the motivator for a software developer seeking a new opportunity. Technology stack, working environment and career progression are often much more important. Demonstrating this to candidates that are ‘not actively’ looking for work will help when trying to attract.
In today’s world, setting a recruitment plan, having a targeted approach – and sticking to it – will provide more results in a highly competitive market where good skills are hard to come by and a premium sometimes has to be paid.
For more advice or insight on the skills you require, please contact James Hinsley on 01789 269 677 or at email@example.com