#374 Modern Recruiting to attract the best talent

#374 Modern and successful recruiting

Professional approaches and avoiding typical mistakes

One of the largest recruitment fairs in the world just took place last week.

FUTURE TALENT EUROPA ("ZUKUNFT PERSONAL EUROPE" in Cologne) is one of the industry's most important events and is regarded as a trendsetter in recruiting and talent acquisition. While numerous workshops, presentations, and vendors provided a proactive and positive outlook, there were also some frightening mistakes in terms of talent acquisition. Regardless of industry and location, your organisation will depend on talent acquisition. It is crucial to address this proactively beyond the known paths.

How can you secure the best position for your department and organisation?

Where are we now?

Your HR specialises in your organisation's day-to-day business. These are the aspects in which HR specialises. Recruiting in the complexity of today's tools can no longer be mapped on the side. You need an external, professional, specialised agency regardless of size and number of employees. These agencies receive extensive discounts from job portals and other providers. This advantage means you end up paying less for better results. Your HR staff are not professionally trained in texts, graphics or technical details of the technical implementation. Sub-optimised talent campaigns require a significantly higher frequency of repeat and new postings. Valuable resources and money are lost. Internally, do all the aspects in which your HR specialises. Outsource what agencies are better at as they specialise in recruiting.

(I am happy to recommend an agency, but I generally keep my texts ad-free - see below for contact details).

(More details on this aspect in this week's podcast; see below for links)

Application process

Keep the process modern, targeted, and fast. After an application, automatically receiving a confirmation is already the standard. The first real human contact may now take a maximum of 72 hours, e.g. if applications are received on Fridays and a person contacts you on Mondays. A maximum of 48 hours or less on weekdays should be your goal. Later notifications allow other organisations to react more proactively, and you lose out. In addition to selection procedures, which must be scientifically sound and not subject to personal preferences, a maximum of two rounds of interviews are acceptable. Compensation for time and effort is becoming increasingly common and is already the standard in many industries. In specialised sectors, signing bonuses are now common to prompt the applicant to decide. All persons involved in the process must have been professionally trained for interviews, and any person participating in the interview process must be necessary about the subsequent position. Avoid self-promotional interview rounds in which certain people from your organisation want to present themselves as important while they are not relevant to the decision. Generally, the application process should not take longer than 28 days from receipt of the application to signing the contract. Sending welcome packs and keeping in constant contact are good practices these days. The principle of reciprocity applies: if you take care of the person, they will take care of you.

Leadership

Management's active support is essential for successful recruiting. The management level should listen to HR's recommendations. Open dialogue is the key to success here. It is not helpful for management to complain about HR's increasing budget requirements. To be seen and heard in today's talent market and thus attract the best talent, better methods and ever-more-comprehending approaches are required. The investments required here will not decrease in the foreseeable future. Appropriate adjustments must be made to attract, retain, and develop talent.

Avoid any form of n=1 pseudo-evidence. Just because you, as a manager, are unaware of something does not mean it is not a valid approach. Especially in a multigenerational environment, recruiting measures change quickly and must be adapted immediately. Statements about supposedly difficult and picky generations or verbal derailments about generations supposedly unwilling to work must be avoided, as they disqualify you as a manager, executive and leader.

Conclusion: Do what you specialise in yourself; otherwise, use agencies. Keep your application process quick and streamlined. The management level must be actively involved. Then, you will be able to attract the best talent for your organisation.

 ---

 More on this topic in this week's podcast: Apple Podcasts / Spotify

Is excellent leadership important to you?

Let's have a chat: NB@NB-Networks.com

Contact: Niels Brabandt on LinkedIn

Website: www.NB-Networks.biz

Niels Brabandt is an expert in sustainable leadership with more than 20 years of experience in practice and science.

Niels Brabandt: Professional Training, Speaking, Coaching, Consulting, Mentoring, Project & Interim Management. Event host, MC, moderator.