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Best Recruitment Process


Best_Practices_in_Recruiting_Top_TalentAs competitive as recruiting candidate is in this day and age, how can you ensure best results for your company or organization? Recruiting veteran, Jimmy Taylor of Novotus, shares recruiting best practices in a recent webinar hosted by the Recruitment Process Outsourcing Association called "Attracting and Engaging the Talent Your Organizatino Needs." In this article, we summarize Taylor's 9 best practices for recruiting top talent.

  1. Process
    Have a well-planned, thoughtful recruiting process that you actually follow. This is one of the best indicators of recruiting success. Recruiting is a process like any other business process, and should be customized for the size and needs of your organization. Follow-through is essential for this practice; you can have the best process in the business, but if you don’t follow it, it will not be the effective resource that it can be.
  2. Invest
    Invest in highly-skilled recruiters, and keep training them. Growing and developing recruiters will make them more effective in their position and provide dividends in the quality of the talent they recruit.
  3. Sales Function
    Treat recruiting like a sales function, because it is. The only difference is that the recruiter is not trying to sell a product; they are trying to sell the idea of a position or candidate. Recruiters need to see where a candidate’s needs and a client’s needs fit together to make the case for a particular candidate or a particular position, just as other sales people connect the market to the need.
  4. Hiring Managers
    Build a strong, consultative relationship with your hiring managers. Hiring managers are under pressure to fill the position as well and quickly as possible. They are therefore likely to give recruiters basic information and a short timeframe and expect miracles. Recruiters need to be able to work with the hiring managers to get them to slow the process down to identify what success looks like for that hire and work to make sure they get the best candidate for that position. The goal is to have them see you as a trusted advisor who knows what they’re doing, and rely on you for advice and expertise.
  5. SLAs
    Have Service Level Agreements in place. These agreements between hiring managers and recruiters outline who is responsible for what, and what timeframes are realistic. These agreements make communication easier, improve results and help to build strong hiring manager relationships.
  6. Referrals
    Maintain a strong employee referral program. Your best people are likely to know other high performers, and you want your existing employees to bring those high performers into a fold. Enhance and market your employee referral programs, and make them a process that feeds smoothly into your normal recruiting stream.
  7. Candidate Pools
    Develop and maintain strong candidate pools. Building relationships ahead of demand ensures that even in a crisis, your recruiters will be able to act quickly to fill pressing positions in the client company. Taking an interactive approach that builds a community based on sharing information with candidates and potential candidates, even if that information is not about specific job openings, keeps your candidate pool responsive.
  8. Assessments


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