For most companies, human capital, talent, IP, brains – call it what you will – PEOPLE are the most important asset. The desks, chairs and computers are worth very little.
People are the essential element of success in your industry. Agreed?
It amazes me that most companies, especially Professional Services ones, do not have a talent pool.
Most companies don’t have any recruiting strategy, let alone a Talent Pool. They are not constantly looking for the best talent.
Recruitment is a knee jerk reaction when somebody hands in their notice. Now we start looking. An ad on Seek. Call a recruiter. Your company takes who is available now.
The best people rarely have to look for a job and never need to contact recruiters. People find them. Other companies will be talking to your stars and as soon as they have had enough of you, it is very easy for them to move on. Are you doing this too? But before you can hire them, before you can encourage them away for someone else, before you can tempt them with exciting challenges and tantalising packages, you have to find them and court them.
Assuming that if you are reading this post, you will be looking for tech literate people -the Internet is now where they go hunting. It is a given that job searchers, looking on the internet have technology skills.
The Internet has caused a revolution in recruitment. It is cheap, it is effective, it is fast. It is a gift to the recruitment process. Technology can cut your costs and makes recruitment much easier.
People who are presently working for your competitors should know who you are. Make it easy for them to come to you. (If you are not being approached by good people, you need to have a good look at your employment brand, your navel, your company culture – but that’s another story). Some people though are coming in from overseas and will have no exposure or understand of your company.
So, how do you get started?
Do you want to find your own people, or do you want to outsource your recruitment? If you want to outsource it, find a great recruiter and form an excellent partnership with them.
Assuming you want to be responsible for finding and nurturing excellent people to join your company where do you start?
Let’s do a simple check.
1. Does your company have a Talent/Jobs page on the web site?
By now, most companies already have a web site to advertise their products and services, The easy thing to do is to add a “We are Hiring!” , Careers, Jobs on the front page and a link to the available jobs and contact person within the company.
If you don’t have a Talent Page, get one. It is that simple. Have a look and see what your competitors are doing. TelstraClear, links it’s page to Seek directly which is one way to get started.
2. Can the top talent find your web site?
Can people find your company web site? Does your company come up high when you search for it under the obvious headings? If not you need to find out about having your site optimised. Strangely, you also should get the web addresses of all the close wrong spellings that people may search under. Whe
3. Are your current job openings posted on your web site?
Actual vacancies should have specific details of each job opening but make the role sound appealing. This is no place for the Job Description. Remember this is an advertisement. Is the listing current? You make a poor first impression if people apply for jobs that are no longer available. Take old jobs off the site when they are filled. The job list must keep changing if you want people to check it.
4. Do you have a general category for roles you hire frequently?
Many skills are so hard to find that a company will hire if they are approached by the right person, regardless of whether they have an actual current opening. You should keep a list of the general types of people your company hires. Also, describe roles with the titles for which people in your industry are likely to search under, not the title you use inside the company. Here is an example for Fronde
5. Does your website tell prospective employees about the company, its products, its culture?
Does the website accurately reflect the culture of the company? The employment brand is a subtle and important to build. Not something to be taken lightly. This is a complex area and requires real work with both marketing and HR. Here’s a simple one by Atlassian and an awarding winning example by The Warehouse.
6. Is it easy to apply on line?
Applicansts do not want to spend an hour filling in a database for your company. Make it easy for them to apply, especially at the beginning of the process. Have a look at Telecom’s home page. Is it not obvious at all how to apply. Typing “Jobs” in the Search box leads you to this place. Helpful, friendly? I know it takes a long time to fill in all the forms.
Have you considered you will stay in touch with your applicants?
Have you considered how to handle the CV’s so you can search across them, keep them up to date?
There is software that will do recruitment administration. These are known as Applicant Tracking Systems. You will be spoilt for choice. All sizes, all prices.
7.Treat people carefully. Is there a personal email address available and phone number on the web site?
If you are bringing your recruitment in house and not using an agency, the reputation and view of your company starts at the beginning of the process. Do you want to look a faceless bureaucratic organisation from the start? Or warm, friendly and professional.