The realm of recruiting has changed since 2000 B.F.B (Before Facebook). Businesses’ best kept secret is no mystery and everyone now knows the rules to the game. Any company can hire a “recruitment manager” who sits at a desk with a telephone and is internet savvy. You have to be cleverer than that! A few key aspects Orange noticed were missing will definitely improve your company’s recruiting skills.
First, figure you out who your perfect employee is. If your company is upbeat and young spirited, do you really want an uptight veteran in account management on your team? No! They will dread walking into the loud and fast-paced office environment. Recruiting for interviews just to meet a quota will serve as a huge setback to your company. This is especially true, if you have recruited unfit and uninterested candidates. It is a waste of yours and their time. Know what you want and stick to it when you are searching through résumés.
Second, get your company all on the same page when it comes to the tone you want your company to set. Personality is the first aspect of your company a candidate gets to witness in person. Implement a company-wide policy. When your Admin answers the phone are they inviting, clear, understandable? Orange uses a method known as S.E.E. (also known as S.E.E. I.) It stands for State, Elaborate, and Exemplify. This method we have implemented makes all the difference between, “No, I’m not interested” and “Can you tell me more?”
So recruiting the best of the best takes knowledge of what you’re looking for, personality, and (the BIGGEST point) a strong web presence. Yes! A strong web presence brings in the best candidates. When someone “Googles” your company they should find a plethora of informative links. If you search our company you will find a company website, a company blog-site, a company Facebook page, a company Twitter page and a few job postings. When our preliminary candidates walk into our office they always express how unique our company is because of our inviting website. College-grads (this generation period!) always Googles their potential employers, and you must control everything they find.
Companies now do not have the upper hand on who applies to their postings. And the majority of the applicant pool knows how to get their foot in the door. The entire pool is not your recruitment pool. The stress to find the best fit can be extremely frustrating so knowing what you’re looking for, how to personally attract them and keep them interested are the main aspects lacking today. If you market yourself well enough the best recruits will come to you.
Written by Patrice K. Boston (HR Intern at OLN)