HR Professional - December 2007/January 2008 - (Page 43)

You are the company Every touch point is an opportunity to enhance the candidate experience and extend the relationship. Recruiters become the ultimate extension of the employment brand. Having a clearly deﬁned, authentic employment value proposition extended through an employment branding strategy is essential to attracting A-level talent. In the eyes of the candidate, you are the company. IV. V. VIII. IX. X. Keep it simple Make it easy for candidates to connect with your organization, understand career opportunities and apply for a job. Review your career site. How compelling is the ﬁrst impression you make? Are you being competitive in your space? Is it simple and painless to search and apply for a job? Can a candidate leave their e-mail address to get communication on the status of their application and updates on careers? After the yes Critical to engagement and retention is the experience a candidate has in the ﬁrst 12 months on the job. Acceptance of the offer is just the beginning of the relationship. Put a program in place that extends beyond orientation and make sure it includes relevant training, support in acclimation, consistent communication and the opportunity for new hires to offer opinions about what could be better. The company should do everything it can to fulﬁll expectations extended during the recruitment process. Do your homework Make sure hiring managers are thoroughly prepared with all the background, notes, detail and relevant nuances to ensure a successful meeting. Preparation helps demonstrate keen interest in the candidate as a potential contributor and builds a positive relationship. Quality candidates are beginning to expect you’ve done your research upfront, and with tools like Google and Zoom Info at the ready, it’s easy to accomplish. Earn the talent Customer relationships are often cultivated through years of development and interface before ﬁnally being solidiﬁed. A recruiting culture that approaches engaging talent competitively has an advantage every time. You have to earn the opportunity to employ A-players. VI. VII. Be number 1 When recruiting passive candidates, strive to become the organization candidate’s think of ﬁrst when they begin contemplating a career change. Maintain the relationship with the notion that eventually this candidate will join your organization. Work to stay relevant and top of mind to the talent you desire and aspire to be the ﬁrst person they call when the timing is right. Live and learn Enhance recruiting effectiveness by understanding lost opportunities and implement process improvements. Sales organizations thoroughly analyze and inspect every detail around a customer loss or defeat in a competitive selling situation in order to ensure it doesn’t happen again. Develop a mechanism for obtaining feedback from candidates who turn down offers. Make a plan to shore up any gaps and remove barriers that impede the acquisition of more stars. Ryan Estis (restis@nasrecruitment.com) is the chief talent strategist for NAS Recruitment Communications, a provider of human resource communications solutions. w w w .H RThought L e ader . c om D e ce mb e r 2 0 0 7 /Ja n u a r y 2 008 43 http://www.HRThoughtLeader.com

Table of Contents Feed for the Digital Edition of HR Professional - December 2007/January 2008

HR Professional - December 2007/January 2008 Contents Editor's Letter Contributors Leadership Matters Website Did You Know By the Numbers Technology Study News: Ontario Regulatory Enforcement Compensation News: Postponing Retirement Legal Compensation On Message Public Image Ltd. Building Brand Equity Research Strategy HR 101 Interview with Marshall Goldsmith Off the Shelf The Last Word

HR Professional - December 2007/January 2008

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