Recruit and Hire the Best: Recruit and Hire: Week Three - Your Candidate Pool

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Recruit and Hire the Best Recruit and Hire: Week Three - Your Candidate Pool From Susan M. Heathfield, your Guide to Human Resources The third week of the course provides several articles about how to build a pool of candidates for your open positions. Additionally, you are asked to build that candidate pool before you need them for a specific opening. This ensures that you are finding and recruiting the best talent for your organization. You're not forced to select from just the people who happen to be looking or available when your openings occur. Syllabus Week Three - Your Candidate Pool Your emphasis this week is on finding great talent for your organization. And, that doesn't mean placing a classified ad when an opening occurs. You can, of course, place ads; I get hundreds of resumes every time I place an ad. But, are these the candidates you most want to attract? Or, are these the people who are out of work or dissatisfied with their current jobs? This week's lessons emphasize how to build a candidate pool - before you need them. I also provide my top ten recruiting tips. How to work with a recruiter rounds out the session. I trust you are finding this course useful. Key Objectives Recruiting Stars: Top Ten Ways to Get Great Candidates The smartest employers, who hire the best people, develop a pre-qualified candidate pool before they need to fill a job. Or, as Harvey Mackay says about networking, Dig Your Well, Before You're Thirsty. You can develop relationships with potential candidates long before you need them. These ideas will also help you create a large pool of candidates when you have a current position available. The earlier you adopt these practices, the better your organization will do in the upcoming talent war. Read on to discover the best ways to develop your talent pool. Top Ten Recruiting Tips Recruiting ideas, facts, and myths permeate the hiring field. Check out these tips for some of the best recruiting and hiring practices. They're research-based and recommended to you for hiring great employees. Supporting Content Working With Recruiters: What Is a Recruiter ... Really? Curious about the role of the recruiter in your job search? Who pays the recruiter? What do you want to look for in a professional recruiting firm? What recruiting scam do you want to avoid? These questions and more are answered about recruiters Use Your Team for Recruitment: A Retention Strategy How would you like to increase your candidate selection pool, add value to interviews, heighten employee loyalty, build supportive peer relationships, and improve retention rates simultaneously? By implementing a team recruitment strategy, you can achieve this. Find out how. Use the Web for Recruiting: Recruit Online Are you tempted to recruit talent online? If you haven't started recruiting on the web already, you're behind the curve. You've heard that web recruiting will yield hundreds of untargeted resumes from around the world? Most job sites allow you to reject resumes with unwanted keywords and locations. Do you think executive recruiting is best done in the off-line world? Think again. Executive recruiting is happening online. Here are tips to help you use the power of the web to recruit online. Forms and Tools Database Needed Your most important tool in the candidate development phase of recruiting is a searchable database. I work with Great Plains, the Microsoft system, currently, but there are many others on the market including PeopleSoft. Some of these systems provide the computer support necessary for an entire company's operation. Others are more specific to Human Resources. You can even use an Access database if other tools are unavailable, but you need a database for storing information. The database must be searchable by keyword so you can store information about the talent you recruited via the above methods. No matter where or when you meet people whom you want to recruit for your organization, place their names, strengths, and contact information in your database. Then, they're readily available when a position opens up. The database also allows you to enter resumes you receive for easy reporting of EEOC data. You can make sure you are recruiting a diverse candidate pool as well. Discuss and Ask Questions in the Forum Forum Discussion Want to ask questions or exchange information? This Forum discussion folder is for members of the class. Please post your questions or ideas here for the entire group to respond and exchange information. This email is written by: Susan M. Heathfield Human Resources Guide Email Me | My Blog | My Forum   Missing a lesson? Click here. 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