Just like a well thought-out marketing plan, your recruitment plan needs to be robust and dynamic. Below are three thoughts to help you build your own recruitment plan and find your top performers.
- If people truly are your number one asset, then make recruiting your number one priority. If you don’t, both you and your firm will suffer.
- Develop a written recruiting plan that is “customer centric,” making the candidate the customer.
- Develop your recruiting plan like a marketing plan. Include:
- (Responsibilities) You Are All Headhunters
- (Channels) Quit Fishing in the Wrong Places
- (Target market/niche) Stop Using the Wrong Bait
- (Customer analysis) How Do They Take Their Coffee?
- (Customer needs assessment) Look Out for the Career Chasm
- (Product positioning/branding/USP) From Maybe to Yes
- (Goals/targets) Ready, Aim…
- (Evaluation) Weigh & Measure Your Catch
- (Feedback loop) – Concession Planning
Written by TalentClick CEO Greg Ford, M.Ed. and Dr. John Sullivan.