Many companies during this time of year, either shut down completely or wrap up their recruiting year. Professional recruiters Wind Up their recruiting efforts so they are ready to fill positions in January – they are sourcing their specialties during these last 2 weeks of the year. Why? Unlike recruiters on salary who are paid if they produce or not, professional recruiters begin January 1st at $0 of revenue generation for the new year. They must assist their clients in filling openings – or they fail in a very competitive recruiting business. Make sense? (I So Wanted to write “Cents”!)
How Does A Company Wind Recruiting Efforts UP?
Recruiters and the CFO need to communicate to determine which positions will open in January. This communication should occur as soon as the budget is completed for the next year.
Keep in mind, typically candidates do not magically appear when managers want or need them. They need to be sourced, vetted, offered, accepted, give a 2 week notice – and survive the dreaded Counter Offer. Rarely is the process completed in 4 weeks. Sometimes, it takes over 4 weeks simply to identify qualified candidates.
Therefore, companies who shut off talent acquisition in November/December and expect to complete the process in January with an early January start to recruiting, are often disappointed when the best qualified candidates do not magically appear in January – and they do not seem to learn from year to year.
The results of this “wait until January process” even is worse than you may imagine. The Professional Recruiters (including enlightened Corporate Recruiters) have already skimmed the top candidates off of the pool before the latecomers begin to source candidates. This is one reason why your company gets “leftover candidates” – The candidates who can probably do the job but not move the needle to the next level.
What Actions Should We Take Now?
Your first Action is to understand that Talent Attraction is a Full-Time All Year Round activity – and needs to be treated as such. Talent Attraction mirrors the Sales Process perfectly.
Therefore, your managers and recruiters must be sourcing year round to identify and build relationships with Top Talent, even if you do not have available open positions right now. The relationship builds credibility when your company is ready to recruit them.
Finally, do NOT require professionals to complete an application before having a conversation with them! Companies have conditioned Top Talent that completing an application prior to a conversation is a complete waste of time. Therefore, you lose them as a candidate before you even know they were initially interested. The application requirement is the BEST practice to DRIVE AWAY TOP TALENT!
Complete the initial screen including the discovery of their interests, discuss your company, manager, and the position. Once you have their interest and you are interested in their talent, then it is appropriate to ask them to complete an application.
If you would like a conversation on how to ATTRACT talent instead of using a system to screen them out, we should chat. Call me directly at 435-714-4425 (mountain).
I am available to consult with your company to improve your Top Talent Attraction strategy. Attracting and integrating Top Talent gives your company an industry edge. The process is worth the effort by improving productivity, innovation, and profitability – Look at Google, Tesla, SpaceX, and Apple.
The RecruiterGuy.com Top Talent Attraction business model is my differentiator. I focus on one client at a time and charge a flat monthly fee. This model enables me to attract new talent to your organization while identifying and suggesting improvements to your company’s Talent Attraction process, including Manager Interview Training. https://recruiterguy.com/
Learn how I coach my Career Transition Clients in my most recent book – Employee 5.0: Secrets Of A Successful Job Search In The New World Order http://amzn.to/2D9w39f My book includes an appendix with action verbs and sample interview questions.
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