The Main Aspects Of Proper Recruiting Strategy

The most often that I see is people seem more rushed and they end up getting a candidate they think is good and they choose that candidate. And I fundamentally believe that having one candidate is not a choice and you cannot be sure that you have to compromise some of the key skills that you need. You haven’t really considered other things in case if you don’t release down to two or three candidates. So everybody has baizes, some good or some bad but they exist and they tend to be drawn by people that you like can overwhelm the decision and you can really lose a decision on some diversity and some need it often in an organization.

I think that a lot of companies do not think that put focus time. They are treated as a priority but something that they can get through when they get a few minutes in the day and it is just a wasteful time it is destroyed in terms of the interviewing and also a distraction for the other works they had. The easy answer to determine who your first hire should be to grow your company is of course that it is the first thing that needs to be done. So development, financing that you might need or the leadership team that you would need and certainly companies will run out of hiring those areas. I think the more important term or aspect is not just the first tire or the hiring map. It is the recruitment milestone that you might need over time and knowing what those ones are and making those at the right time connected to all of the other milestones that you have to hit to the company like financial, technical, customers and so on. So there often is a rush to hire a lot in some of those front end tasks, development and so on. I would urge companies to hire what they need to hire but remember their other critical hires that are coming along as well and also the plan for those.

LinkedIn is starting to gain a huge fan. It is greatly adopted in Canada which is terrific. It obviously is a social networking site, very clear and focused. It has tremendous reach across geographies which is important across sectors and so on. So we tend to post opportunities and put in up on our own network and send to different networks which will generate a lot of hits because the network quickly may reach millions. Posting jobs there can be a good solution. Using the proper search technology which is definitely very good in today’s world. There are pretty sophisticated algorithms to search for employees or jobs and a good match of both. These can be a great opportunity to reach out to numerous candidates across the globe. Sending very well customized forms of who you are plays an important role for the candidate who is looking for a job. He or she shall know who you are representing or who are some of the areas that we are looking for. The candidate should know that the company is interested in hiring them. So of course the entire process of recruitment takes time but it’s worthwhile.

References

1. Ray, L. (2018). Examples of Different Types of Recruiting Strategies. Retrieved 23 January, 2019 from https://yourbusiness.azcentral.com/examples-different-types-recruiting-strategies-9792.html
2. Human Resources. (2019). 19 Recruitment Strategy Mistakes. Retrieved 23 January, 2019 from https://www.betterteam.com/recruiting-strategies
3. Pinegar, G. (2018). Hiring and Recruiting Strategy Guide for Managers. Retrieved 23 January, 2019 from https://learn.g2crowd.com/hiring-recruitment-strategies-definition