Irvine, Calif. — “There are seven stages of engagement in the employment recruiting and hiring process. We have closely examined how each is currently broken, and are offering companies creative tips for success at each critical stage. The first of the seven stages we’ll discuss is ATTRACTION,” says Kim Shepherd, CEO of Decision Toolbox , a nationwide provider of project based hiring and on-demand Recruitment Process Outsourcing (RPO).
How Attraction is Broken
Though hiring well is a crucial component to business success, many companies approach the process without giving it much thought, explains Shepherd.
“The typical recruiting scenario looks something like this –a staffing need arises, and the hiring manager runs to HR with his hair on fire,” continues Jeff Bloch, CMO of Decision Toolbox. “With HR’s hair now also on fire, a dusty, old job description is unearthed and immediately posted on a couple of popular job boards. Within a few days, applicants are responding, but they are less than stellar.”
With so little thought given on the front-end of this process — to what it takes to attract the right applicants for a particular position — it’s no wonder the applicant bucket is often a time-draining disappointment. Unfortunately, for both the company and the candidate, the “hair on fire” approach to recruiting often results in a mismatch.
Design What you Want, or Deal with What you Get
Shepherd and Bloch suggest the following — stop and put in some time up front to answer several key questions:
1) What does the ideal candidate for this position look like?
2) What are the most attractive aspects of this position?
3) What are the most attractive aspects of your organization?
“If you want an A-player, you need to think about what makes you an employer of choice, and what makes the position an opportunity of choice for an A-player. You must then leverage your job description to brand yourself and the position as such,” adds Shepherd.
From Sifter to Suitor
“When you are clear up front on the kind of talent you are looking for, and you are effectively communicating what you have to offer, you are a suitor. Suitors court the top talent they desire, rather than sifting through applicants that may or may not fit the bill. Being a suitor is the key to attraction in recruiting,” concludes Shepherd and Bloch.
Stay tuned for the second installment in Decision Toolbox’s series when Shepherd will explore the second stage of engagement — SELECTION.
About Decision Toolbox (DT)
Founded in 1992, Decision Toolbox provides scalable and easily integrated recruitment solutions for a 7% cost per hire on average while incorporating rigorous quality controls and a twelve-month candidate guarantee. Armed with the very latest tools and a team of seasoned US-based Recruiters and Sourcers, Decision Toolbox is an on-demand recruiting department for one critical search, for large projects, or a complete RPO/RPI solution. Decision Toolbox has taken a leadership role in almost every aspect of recruitment, introducing an RPO offering in 2000, four years before it became industry practice.
DT is recognized as a “Thought Leader” by organizations such as SHRM, PIHRA, and the NHRA, and was awarded the 2009 Alfred P. Sloan Award for Business Excellence in Workplace Flexibility. DT is a Women’s Business Enterprise National Council (WBENC) certified company, the Gold Standard. WBENC Certification validates that the business is 51 percent owned, controlled, operated, and managed by a woman or women.
This press release was distributed through PR Web by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.