May
1, 2008 | Edition 3
17
Hot (and Getting Hotter) Trends in Recruiting and Talent
Management
by Dr. John Sullivan,
Professor of Management, San Francisco State University
Continued
from February 2008 edition
5:
Employment branding
External
employment branding is literally the only effective long-term
recruiting strategy available to directors of recruiting.
Top firms like Starbucks, Intel, Cisco, Marriott, Dell,
Wal-Mart, and Microsoft have been focusing on employment
branding for years, but expect other firms to jump on the
bandwagon. There is literally nothing you can do that will
have a greater long-term strategic impact than being talked
about in the media for being a well-managed firm that is
also a good place to work. Work closely with product branding,
PR, and marketing to help develop an effective employment
branding strategy.
6:
An increased focus on "selling"
As
the economy turns around, candidates will have many more
job choices. Convincing them to take your job will become
extremely difficult. New strategies and approaches will
have to be developed (or revived from the '90s) to "sell" candidates
on applying to your firm and get them to accept your offers.
7:
A laser focus on the employed top performer
The
time has finally come when the majority of recruiting and
hiring managers will begin to focus the majority of their
resources on finding currently employed top performers
(some use the term "passive job seeker"). Because
employed top performers are harder to convince, increased
emphasis will be placed on market research tools to identify
their job-switch criteria.
8:
A renewed focus on the most effective sources
The
slowdown in recruiting during the last few years has allowed
recruiting managers to get sloppy about identifying the
best sources for candidates. The new hiring boom will force
corporate recruiting managers to use metrics to identify
the best recruiting sources for top performers. Most will
find their very best sources for top performers to be targeted
employee referrals, professional referrals, professional
events, external employment branding, and Internet search
engines that find information on candidates when they have
not posted a resume. This also means a continued trend
toward the decreased use of newspaper ads, brochures, ineffective
job sites, and job fairs.
NOTE:
Look for more in the "17 Hot Trends" series in
the next issue of Ken Clark Speaks.
For
past issues of Ken Clark Speaks visit www.kenclark.com.
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