The Website and Blog of HR Author and Speaker Lori Kleiman

Filling a Spot, Or Finding Top Talent?


Hand embed missing puzzle piece into place

Recruiting is seen as a process that has to be accomplished. Place an ad, talk to people, pick who you like the best.  But that likely results in sub-standard performance and the need to replace employees more often then you would like. Harvard Business Review states that 80% of bad employees are due to bad hiring practices.

It is essential that you view your recruiting function as you would a marketing project. Before you start to look for your next employee, ask yourself these questions:

  1. Why would someone want to work for me?
  2. What are the first impressions of the organization?
  3. Is social media painting the picture we want?
  4. Do our employees speak highly of working here?
  5. Does our web site easily convey the work environment?

Ensuring positive answers to these questions are building blocks you can start today to have successful recruiting projects in the future. The war for top talent is real, and you need to set your organization up to be the employer of choice in your community.

45% of all job seekers today look for new opportunities on mobile technology. You must create and own an employer brand that can be shared with candidates. Dedicate a landing page on your website with images of employees doing meaningful and productive work. Talk about community involvement and the opportunity to grow with the organization on the website. Know that your candidates are looking at Yelp and Glass Door to see what others are saying about your organization. Spend time looking and replying to posts just as you would if customers provided feedback publicly.

The ideal situation is to have a pool of qualified talent waiting for your next opening. This isn’t as hard to achieve as you might think. Participate in on line and community forums where your employee base can be found. Agree to host events at your business, and collect names of those participants that would like to be contacted when openings occur.

An active and rewarding employee referral program is a very effective way of ensuring your employees are keeping their eyes and ears open for the best and brightest as well. Consider what you pay to recruit one team member, and then give a bonus to employees who find great employees in a similar range. I always recommend you spread out the reward to ensure satisfactory performance, and consider giving an additional award to both the employee and new hire if both are employees after a specific period of time. For instance, what if each received $250 at the end of a year – but both had to still be employed? That helps both recruiting and retention.

As the job market tightens, you must actively manage your recruiting funnel. Only by having productive and engaged employees on your team is it possible to meet the goals you have set out for 2016.


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