Quality talent is hard to find? Think again…
If you think “Quality talent is hard to find” and cannot find good talent for months, analyse your Recruitment Strategy & Process first:
- Recruitment Strategy & Action plan
- Job Descriptions
- Sourcing & Candidate communication
- Interview process & TAT
- Referrals
Lets see each one of above in detail:
Recruitment Strategy & Action plan
Is your recruitment strategy reactive or proactive? Is the recruitment strategy aligned with business goals and milestones? Are all stakeholders involved in drafting the recruitment strategy and plan?
By following a structured recruitment strategy and action plan, you can attract and retain top talent, support business goals, and improve overall organizational performance.
Job Descriptions
Sorry to say but, most of the job descriptions are too wishful, theoretical, outdated, boring, biased, inflexible and does not represent what is most important and what the hiring manager wants. Most of the times it is a lousy cut and paste job. The hiring managers and HR are not aligned on the job descriptions.
It is important to have job descriptions that communicate the actual challenges and opportunities in the role.
Sourcing & Candidate communication
Are you hiring from best available or whatever is available in the job portals or job advertisement responses? Does your recruiter source from referrals or do headhunting? Have you reviewed the candidate communication and value proposition being communicated to the candidate or you are using the standard videos and ppts?
Reaching out to the right hidden talent and communicating about the employer brand, position challenges and opportunity – is the most important “Do or Die” step in your complete recruitment process.
Interview process & TAT
This is where most of the employers fail. The interview process is not well defined and structured, interviewer profiles are not shared with candidate in advance, interviewers don’t conduct themselves in a professional manner, interviewers do not listen to the candidate, interviewers are biased, interviewers do not value candidates time and feelings, interviews cannot decide, interview process is too long and complex, interview process is inflexible.
Remember Top candidates will choose employers that appreciate their time and feelings, have clarity, are structured and professional, are well behaved, and most important provide quick feedback and are quick to decide.
Referrals
This is again a step where most of the employers fail badly. Employer brand matters. Remember, the way you check references for the candidate, the candidate is also checking references for the employer and hiring manager from ex-employees, vendors, suppliers, partners of the employer.
If your internal marketing and communication is not good and effective then you will always get negative reviews and good talent will backout.
(Read here my article on internal marketing & communication: https://www.linkedin.com/pulse/how-can-your-cmo-help-you-recruitment-retention-ratnesh-jain/
To attract the Best Possible Apt Talent it is important to regularly review and improve your recruitment process to ensure it is attracting top talent and providing a positive candidate experience.
There is easy solution – choosing an experienced Recruitment Partner that specialises in delivering the “Best Possible” not “Best Available”
We at BGR can help you draft a great Recruitment strategy and plan and then execute the plan and help you recruit the Best Possible talent in record time.
Blue Genes Research [BGR] – Hire your next star player in record time.
Delivering top-tier Indian talent, personally headhunted & vetted for you by HR veterans and Management consultants.
Since 2006, our highly-specialized team of senior HR veterans and management consultants has been helping companies put the right people on the job using a hands-on approach and streamlined yet thorough process. We get results because we don’t just match candidates to required skill sets; we connect you with top-tier hidden talent that will align perfectly with your organization’s culture, vision, and challenges—all in record time.
We have a solid reputation for Speed, Accuracy, and High-Quality work.
Our team includes IIM, IIT & XLRI alumni Senior Consultants and dedicated in-house research professionals.
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- Consumer Products & Services, Furniture, Building material
- Industrial & Manufacturing, Chemicals
- New Age Tech Businesses, Fintech
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Function focus:
- Top Management – CEO, CFO, COO, CTO, CMO, CHRO
- Finance & Legal
- Sales & Marketing, Digital marketing
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