Recruiting Recipe – 10 Key Ingredients

Many of your recruiting headaches can be alleviated with a well-designed process. Similar to following a popular recipe, if you properly prepare and have the right key ingredients, you’ll likely achieve a desired outcome.

“Prep things in advance so that you don’t have to cook everything at the last moment.” – Wolfgang Puck

Here are 10 key ingredients for a successful recruiting recipe:

  1. Make sure the candidate experience reflects your brand. Develop a process for handling replies to application, feedback from interviews, milestone dates for the interview process and a fill by date. Reply to EVERYONE, even those who are not a fit.
  2. Courtship is important. Many candidates have options in this economy and they will gravitate towards the organization where they feel “Desired” or “Wanted”.
  3. Make sure the job description accurately reflects the position and responsibilities. Get consensus with the managers and departments this position interacts with.
  4. Confirm your compensation is in line with current industry norms. What was attractive in 2010 is most likely not attractive now. There are many resources available that track salaries. Recruiters who have filled similar positions are also good resources.
  5. First impressions are important. Upon hire, assign a mentor or buddy. Have a checklist of everything they will need on their first day: computer, email, business cards, documents needed for processing paychecks, etc.
  6. Titles vary dramatically. To attract the right caliber of candidate, choose one that prospective candidates will find equally or more attractive than their current title.
  7. Know your niche and likely targets. Avoid marketing to unqualified candidates by identifying a target audience that employs your preferred profile.
  8. Follow up. Candidate’s situations frequently change beyond your knowledge. Develop a process to follow up with your target audience to make sure your position is known by as many potential fits as possible.
  9. Know your strengths and acknowledge your weaknesses. Candidates do a lot of homework before they interview and they know how to find any “dirt”. Alternatively, it’s quite important to market the reasons the best candidates should consider working for you.
  10. Confirm what the candidate is seeking before you make a “formal offer”. A consultative pre-close conversation can save you time in back and forth negotiations.

No matter how great your technology and services are, your company will need people to ignite the ideas and passion that can help it reach its full potential. As executive search experts, we’re passionate about helping companies achieve their organizational goals.

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