In a tight labor market it will become increasingly important to sell passive candidates on how moving to your company will benefit their career and lifestyle. And your company will need to seek out the superstars in your field in order to stay one step ahead of the competition. Finding these high-performers is your first challenge, as they are productively executing at their jobs, not looking for a new one. Doing your research about the candidates, their current employer, and any other factors will go a long way in helping you put together your sales pitch to them. Here are some steps to help you along your way:
When it comes to finding the best candidates, it makes sense to ask the best candidates who work for your company. Employee referrals can be used to fill a variety of positions from entry level to upper management. In order to get the most from employee referral programs, deciding on the metrics needed to measure the quality of the referrals, will help you be able to determine how useful they are and how much of your time you should spend following up on them.
To recruit passive candidates, who may not be interested in leaving their current job, demonstrating how moving to your company will benefit their career is a good starting point. While many qualified candidates may be secretly thinking about finding a new job, they may not want to leave the security of their current job. Persuading passive candidates to join your company can be done in a variety of ways, but it pays to do your research about the candidate, who they are currently working for, and any other factors that may change their minds.
"It's not what you know but who you know that makes the difference:
Anonymous
This statement perhaps sums up the importance of networking. Networking is not a new phenomenon. The trade between ancient civilizations was result of networking between people of those times.However, the dawn of the Internet saw the traditional concept of networking making a flight from the real world into the virtual world. Internet has made networking, ever easier and convenient. Within a click of a mouse, one can reunite with school chummies; get reconnected with old colleagues and what more even find out what happened to one’s ex-flame.
The online networking is witnessing a phenomenal growth rate. A survey compiled by comScore Media Metrix revealed that MySpace.com registered record 50 million visitors in May, whereas YouTube.com saw its traffic double up in a single month. The stupendous growth in online networking is also confirmed by a study carried out by Nielson/NetRatings. The study showed that the top social networking sites had registered a growth rate of 47%. For more sites, you can visit:
Getting up early in the morning, the first thing Scott does is to get hold of the newspaper. Squatting on a davenport, he checks out for the latest job offers. He then checks his inbox for any interview calls he might have received. His friend Darren just got an offer from a start-up financial enterprise and Scott is confident of receiving one. Want to know the reason for Scot’s newfound confidence? Then you can read this article on ‘International Employment Trends
Most of the countries are now witnessing a growth in their economy. Till two years back, the growth bandwagon was lead by China, India Brazil among others. The US economy was not in a robust shape and even Japan was perhaps witnessing what many terms as ‘the longest economic stagnation’. However things took a turn for the better and in the last year or so, the economies across the world have started registering a positive growth rate.
As global commerce emerges, and flights to other countries take as long as sitting in Los Angeles rush hour traffic, more and more young people are considering the idea of working abroad. A major factor prohibiting people to look for jobs in the international market is the uneasiness of immigration rules abroad but mainly the inability of securing a position.
Here are some tips and suggestions which can help you in getting to the other side of the pond:
The passing of the Employment Contract Law, drafted by the National People's Congress of China, will go into effect in 2008. The law, the first of its kind, allows the AFTCU (All-China Federation of Trade Unions) to have a say in many company policies including how employees are evaluated, termination of employees, and the procedures published in employee manuals. The law also restricts companies from laying off more than a certain number of employees at any one time.
Most of the time, the HR department of a typical corporation is working to keep its employees satisfied and working. Recruiters are busy searching for qualified applicants who could provide a host of benefits for the company and who are likely to ‘stick with it’ and invest in the future of the company. But what happens when it is the recruiter who is thinking about leaving?
With more emphasis put on HR metrics, global recruiting, and using advanced technology to create databases and store information, HR departments are becoming more of a presence in company board meetings and strategic planning sessions. While this is a positive step, are HR departments ready to handle added responsibilities, and are they equipped to recruit the level of employees expected?
THE GREAT METRICS DEBATE
One of the reasons for this shift is the use of metrics that measure employee performance, turnover, referrals, and recruiting. While the debate continues over the usefulness of metrics and which metrics should be used in different working environments, presenting metrics to CEO's and others is one way that HR managers can influence decisions made within a company.
While this is a positive step, there are many HR departments that spend the majority of their time gathering evidence, but doing little with it. Another issue concerning HR departments is that once they present these metrics to the board, they may be given a new set of responsibilities they may not be equipped to handle because of the emphasis placed on data gathering.
Have any of the employees within your company ever asked you why diversity is not a priority? Do you find yourself interviewing the same type of candidate on a regular basis? Do you think you are hiring innovative employees or just those who will only do what is asked of them? If so, you should consider changing your hiring practices to include interviewing and hiring those who come from differing educational, social, religious, cultural, and industrial backgrounds.
