Three tips for more effective targeted recruiting
Many organizations engage in generic (i.e., one-size-fits-all) recruitment strategies. Creating standardized recruiting processes and communications are quite efficient. However, while such strategies are quite efficient, they may be at the detriment of attracting talent.
Gallup recently surveyed a targeted sample of people seeking jobs and asked them about what was important to them in their job search. There were two key findings from their study:
- • Highly educated people place high importance on a company’s mission and culture
- • Applicants looking for full-time work place heavy emphasis on long-term benefits and growth prospects
Due to these fundamental differences between types of applicants, Gallup suggests that companies try to understand these differences and create a compelling reason for people to want to work for them. As explained:
[note color=”#B6D6F0″]Companies should tailor recruitment messages to different types of job seekers. Those interested in entry-level, individual contributor roles might be looking for very different things in a company compared with a job seeker who has years of experience and who is looking for a management role. Entry-level individual contributors might be novice job seekers who are looking for opportunities to gain multiple experiences in a company; these experiences, in turn, could help them decide on a career path. Job seekers looking for management-level roles might be seeking a strong leadership team and the right resources to help them manage their team.
[/note]Thus, companies should:
- Identify and prioritize the different types of positions and job seekers
- Study applicants for—and employees in—high-priority positions
- Communicate and integrate these findings into the recruitment strategy