It’s fall planning season where budgets are being submitted
and the next year’s assignment, contracts and roles are being approved. This
article will discuss 5 priorities recruiting team should consider as they plan
their 2015 staffing plans and begin budgeting.
1) Create candidate
pipelines. Using solutions like TalentCircles to create candidate pipelines
will increase your chances of hiring high-leveled and engaged talent. Talent
networks allow your recruiters and hr professionals the ability to send
potential job candidates into one network that’ll allow you to source
internally from those who have already displayed interested in your company.
Instead of re-inventing the wheel and sourcing from outside pools try sourcing
from candidates that have already been vetted and shown interest. You’ll not
only get better results, but it’s a chance to really build your employer brand.
2) Focus on candidate
targeting. Whether it’s social recruiting, job boards or PPC, your staffing
plan should include plans to further engage the most qualified candidate
communities wherever they might be. Consider niche boards, time sensitive
campaigns and employment branding efforts to grow your talent network of
available candidates to select long before you post your job opening. Think
like a marketer and understand where your candidate is and how you can engaged
and essentially pull them into your talent community for future communications.
3) Productivity. One
of the most difficult pieces of the puzzle when it comes to gearing up for your
2015 staffing season is staying productive. You might have new challenges that
arise or a higher number of candidates that you’re forecasting. Stay productive
by making recruiters utilizing tools and processes that are already in place. If
you have a higher forecast then previous years it’s important to learn how to
scale these processes and keep things simple and productive.
4) Creativity. Finding
talent is becoming more challenging and competitive than ever. Allow
opportunities for team members to pitch and present new and fresh ideas to keep
you ahead of your competitors when it comes to finding talent for open
positions at your company. Get out
of the mindset of being a corporate drone and look at what smaller companies
are doing because they usually have more fresh and unique opportunities, as
their budgets are a lot smaller. Keep the creative juices flowing and let go a
little when it comes to recruiting.
5) Analytics. It’s
more important than ever to directly correlate your recruiting activities
directly to the bottom line. First and foremost it’s important to understand
the goals of the organization and how the recruiting
efforts align with the priorities and growth projections at your company. The
HR department has enough problems correlating what they do to the bottom line
of your company. Using analytics is a sure way to help track monetary benefits
of your hiring practices and retention rates. Once you’re able to prove
financial worth from the Human Resources department companies will see the
value in HR and start investing more time and energy into the department.
How are you planning
for your 2015 planning season?
Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s is the Chief Blogger & Founder of Blogging4Jobs. You can follow her on Twitter @jmillermerrell.
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