A recruiter will give a good perspective on how to conduct a streamlined search for key talent – Here’s how: (problems & solutions!)
1. Drowning in Resumes: after posting a job
- A recruiter will help you ‘be very specific in fine tuning’ what the hiring manager wants.
2. Lack of Quality Responses: to job postings
- Assists with discerning the difference in a job description versus a job posting.
- Creates a strategy for job postings to maximize their effectiveness.
3. Lengthy Job Postings: cut out ‘pasted job descriptions’
- Instead, clearer writing of job posting.
- Best times & days to post.
- Timing of advertising.
- Creates a strategy for job postings to maximize their effectiveness.
4. Not sure what each generation wants in their new Job?
How will this job meet their needs?
- Research words & different needs of each generation.
- Know what they need and what will attract your target applicants (i.e. life balance, flexibility, a mentor, learning within an organization and more).
5. Are Hiring Managers Trained in Behavioral Interviewing?
- Recruiters help train hiring managers to be conscientious about how they ask questions.
- Managers need certain information from every applicant, but crafting those questions in a legal manner is imperative.
6. Retention of New / Mid-Career Employees
- Retention of new / mid-career employees – The ‘Stay’ process
- Retention starts now, at ‘on boarding’. Pair new hire with a mentor.