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Graphic provided by: www.topexecutivesearchfirms.com
Quality of Hire
We’re now in a era of job recruiting where not only can we cross reference a candidates professional references, but we can also investigate a candidates “endorsements” on LinkedIn. We can see who is giving this individual praise for a specific skill or pool of knowledge. Are these endorsers their friends from college, or are they their co-workers and clients? We’re able to get the highest quality candidate as long as we put in a little more effort and utilize resources that are at our fingertips.
Social Network Utilization/Mobile Friendly
In a talentculture.com article, they noted that 94% of recruiters are using LinkedIn, and only 66% of recruiters are using Facebook. Those numbers make sense, but Facebook can be utilized in other ways than simply recruiting. You can look at candidate’s previous places of employment; check what other search firms are doing and more. Get creative! Also, when it comes to recruiting, your website, applications and forms have to be mobile friendly. With the standard desktop computer becoming a thing of the past, your platforms have to be responsive. If not, you’re making it hard for a potential candidate to navigate and use your website, making you look bad, and giving you a 0% chance at landing that perfect candidate.
Being on The Offensive
The previous two trends come together and work as the backbone of this final recruiting trend. In order to find that quality hire, you may need to use those social networks and be on the offensive. Rather than sitting back, and waiting for those quality candidates to float to the top, actively pursue a candidate that might not necessarily be looking for a new position. Maybe you have the perfect position for them that they’ve always wanted. This is a great strategy because it gets your name out there to people who may be on the fence, but also those individuals you reach out to may have a co-worker or a friend they know could be perfect for the job.
Not only are their needs getting more specialized, but the field of candidates is widening as the economy goes global. Jean Guilbault, co-founder of the Montreal-based executive search firm GXB Leadership, says companies need to change how they view the search process.
The old way of doing things was to “find the right person from your network of contacts,” he said in a recent interview. “Now what we’re looking for is a business solution.” Instead of trying to find the right individual, it’s all about asking the right questions, he says. Companies need to identify what challenges they face — whether it’s growing the business through acquisitions, restructuring, downsizing or productivity — before looking for a person who can contribute to those goals.
Read the full article here.
Written By: Peter Hadekel, Special To Montreal Gazette