FOCUS
Source seasoned talent by new strategy
When Sudesh needs to recruit for his high-profile clients in the BPO industry, he has to contact at least 75 to 100 candidates before he finds suitable ones who are interested in the job.
‘This is a highly competitive industry,’ he says, “and the turnover rates too are high. We have to be on our feet all the time when it comes to recruiting and retaining the best people”.
Although the media, technology and the Internet have magnified the ability of an organisation to reach out to potential candidates, high job growth and a steadily spiraling demand for top notch candidates mean that they are all snapped up even before they start looking for a job.
This has led to an acute shortage of talent in certain sectors.
An aggressive recruiting strategy calls for some delicate balancing and ruthless tactics. Extensive sourcing and a consultative approach can help companies land top candidates. Here are some tips on sourcing seasoned talent in a seller’s market.
Wider net:
The easiest way to enlarge your pool of candidates is to use different sources simultaneously to track candidates. Advertising in the print and electronic media is a popular recruiting option for most employers. Establishing accounts with multiple recruiting sites provide immediate access to a sweep of resumes. While most organisations depend on headhunters to do the spadework for them, you may also want to concomitantly foray into referrals, networking and competitive recruiting to get in touch with qualified passive candidates.
Pre-qualify:
Pre-qualifying candidates for future job openings considerably speeds up an organisation’s ability to make quick hires. A pre-qualified candidate is one whose resume has been sourced and who has been through an initial interview. Identify key positions in the organisation for which there may be requirement in the near future, and aspire to have three to five pre-qualified candidates identified for each of these positions.
Shorten time:
In a competitive industry, you cannot afford to be lax in your recruitment efforts. A short recruitment cycle and response time gives you a distinct edge over rivals. With the right technology to aid and simplify your hiring process, this shouldn’t be too much of a tough call.
A good applicant tracking system for example, can halve your workload and double the efficacy with which you handle recruitments. Investing in one of these systems is a good idea especially if you find yourself drowning in a sea of applications from various sources, simply because these systems simplify the recruitment process by taking care of the nitty-gritty of the recruitment and interview process. Acknowledgment of applications, posting regular updates, keeping the candidates in the loop-the small things that make a big difference to the impression created-can be handled by your ATS, and greatly reduce the time taken to complete each hiring cycle.
The brand pull :
The importance of building a company’s recruitment brand is not lost on companies that are vying for talent. There was a time when many companies limited their recruitment-focused advertisements and web pages to job listings and contact information. This is no longer the case. Businesses these days are going all out to reach out to the general public and build goodwill.
The trend has caught on with companies publicising core values, diversity, CSR and work-life initiatives, company culture, work environment and what not through the print, electronic and television media to establish a favorable organisational brand and public image.
Sweeten the pot:
In an aggressive recruiting market, you need to use a variety of strategies to woo potential recruits. Although salaries have to be competitive if you want to retain talent, recruitment and retention strategies do not always boil down to money.
Organisations use tactics ranging from defined career development programs, work-life initiatives, educational assistance programs and sponsorship apart from a range of benefits and perks as essential tools to woo potential recruits and reduce staff turnover.
We live in an era of constant change and evolution. The boom in the recruitment industry reflects the mood of a talent hungry economy. If you don’t want to be left behind as your competitors swoop up the best and the brightest of talent from under your nose, then you will have to change the way you look at recruitment and retention. With the right attitude and resources at your disposal, your company can successfully compete for quality staff even under aggressive market conditions.
BINDU SRIDHAR
faqs@cnkonline.com
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