SOURCING CANDIDATES FOR 2023! RECRUITING IS NOT MAGIC!

By RecruiterGuy | December 20, 2022

SOURCING CANDIDATES FOR 2023! #RECRUITING IS NOT MAGIC! Is the RecruiterGuy #TalentAttraction #Tuesday #Blog. Any vendors who represent their product as magical have something up their sleeve. I am a Talent Attraction Consultant. My experience and observations provide clients with a clear vision of what recruiting products to trust and which ones to avoid.

Just as in finances, if something sounds too good to be true, it probably Is too good to be true. It is always smart to do some independent background checking on companies, especially if their services are technology based. You may start with the Better Business Bureau and TrustRadius (TrustRadius: Software Reviews, Software Comparisons and More). Look at the good reviews and the poor reviews to get that all important 3D view of how the company treats its clients.

Create Your Recruiting Sourcing Plan for 2023

Now is the time to plan for recruiting sourcing in 2023. Spend your company’s money wisely. Remember, there is always someone willing to take money away from your company without delivering.

What is the Best Way to improve your #TalentAcquisition (Recruiting) efforts? Develop a #TalentAttraction #Culture where every employee is your envoy. Consider – in March 2021, the Athletic Director of the University of Utah announced that he fired the Basketball Coach. Only 11 days later, he announced his new coach. Did he post his position on a #JobBoard? No. He already had his shortlist. Then he called the coaches on his shortlist in order of preference. He hired a Coach who wanted to coach Basketball at the University of Utah. This is a great example of Talent Attraction working – and if you pay attention, is playing out in College Football as Coaches play musical chairs.

Now comes the bad news – #TalentAttraction also is not Magic. Most importantly, companies need to recognize that Recruiting mirrors the Sales Process perfectly. If you use an HR Administrator or Compliance Officer, they will resist Sales with all their might. Since the lack of qualified candidates, is an Operations problem, should Recruiting (Talent Acquisition) become Operations’ problem to solve? Of course! Operations should wrest control of recruiting from Human Resources in most companies.

Just as in University/College athletics and Professional Athletics, where the coaches take an active role to recruit athletes to fit the areas where improvement is needed, shouldn’t Managers assume the same role? Of course, this is a major change of direction.

“Managers, Treat Your Team As Your Business”

In my experience of 40+ years of recruiting, I have heard many companies encourage new Managers to take control of their business area and “Treat it as Your Business.” Does that ring true in your experience? Of course, then they are told that Human Resources will find their replacement or new employees for them. This is where the culture diverges from Talent Attraction and becomes Talent Acquisition.

What happens in most Corporate Human Resource Recruiting efforts? Sourcing candidates is defined as posting positions on Job Boards and on the company website. Then the job description was old when it was used the last time, is used again. The person that left the position where they are being replaced, especially if they were promoted, made impacts in that position before they left. Those impacts and expectations are not reflected in the current job description. Instead of recruiting someone who starts making impacts at a higher level, the company hires someone who begins again at the original level. Isn’t this a waste of talent both for the Manager and the new employee?

Talent Attraction Thought Leadership is disruptive. This different way of thinking creates strategic results for the organization, instead of the same old talent acquisition that is frustrating for both corporate recruiters and managers.

Talent Attraction requires managers to be trained to ATTRACT AND RETAIN top performing employees. Just as in sports, the best performing employees like to work with other top performing employees.

If your company would like to chat with me about my Talent Attraction Consultant expertise, you may explore my website, RecruiterGuy – Bill Humbert Talent-Attraction Contract-Consultant, or reach out for time on my calendar Contact – RecruiterGuy. I am looking forward to our conversation!

Bill Humbert is available for Speaking, Talent Attraction Consulting, and Training contracts.

Bill@RecruiterGuy.com 435-714-4425

https://www.espeakers.com/marketplace/speaker/profile/23767/Bill-Humbert

USA 01-435-714-4425 Bill@RecruiterGuy.com

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