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Talent Tip: When Does The Recruiting Process Start?

by Mike Sipple, Jr.

“When should we start our organization’s executive search & recruiting process?”

This question seems like a no-brainer.  Most people would answer it by saying, "When we have an opening," however, that attitude is reactive, will set up an organization for an expensive and many times unfruitful search.  Here's why...

  • Recruiting is part of an active process that is developing every moment of every day.  Who comes to work for you and their experience while at your organization "speaks" to potential candidates.  Your "employment brand" (what you represent as an employer) is perpetually communicating the value you place on:
    • The people who make up your organization
    • The culture of your workplace
    • The purpose you serve in the marketplace and the customer you serve.
  • In order to recruit the right people for your organization, you need to know WHO the right people are.   Most organizations recruit for "the best and the brightest."  Who wouldn't want that, right?  But, in order for someone to thrive in your culture you need to know more specific attributes about them AND about your culture.  This needs to be outlined and understood before a job is posted in order to attract the right candidates. 
  • An organization should assess and plan for hiring new staff, before needs arise.  Recruiting the right talent should be a PLANNED event, and part of an ongoing strategic plan.  Yes, people exit unexpectedly, however proactive organizations plan for exits by 
    • understanding soft and hard skills needed in each role
    • what communication styles work best in your environment
    • assessing needs regularly, planning for exits instead of waiting for them. 

Recruiting isn't just hiring someone to fill a position.  It's a strategy for profitability and success short and long term.  

If you have questions about recruiting or creating a more proactive plan, contact us or take one of our courses on recruiting. 

 

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