14/04/2011<br />How to attract & hire “hard-to-find”candidates?<br />Workforceplanning is what you need.<br />A sexy job d...
14/04/2011<br />Workforce Planning<br />DecideWhere, When & How many People youneed.<br />Add 3-4 months and yougot a real...
14/04/2011<br />A sexy jobdescription/candidateprofiling<br />Don’t write down tasks: it gives the idea to take a lot of e...
14/04/2011<br />Pick the right search & postingchannels:<br />Defineyourtargetpublic<br />Post the jobdescription in the (...
14/04/2011<br />Improveyour branding<br />Company profiles on linkedin, facebook in line withcompany web & companyjobsites...
14/04/2011<br />Speed up yourselectionprocess. Time killsrecruitment deals.<br />2 weeks betweenfirst interview and salary...
14/04/2011<br />Make up yourintegrity-compassforrecruitment.Habits/Values.<br />H/V applied 		H/V notapplied.<br />H/V des...
14/04/2011<br />Meer tips??<br />patrick@ethiconomy.be<br />+32 496 940 219<br />www.ethiconomy.be<br />Thanks.<br />8<br />
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How to attract & hire hard-to-find candidates

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How to attract & hire hard-to-find candidates

  1. 1. 14/04/2011<br />How to attract & hire “hard-to-find”candidates?<br />Workforceplanning is what you need.<br />A sexy job description/candidate profiling.<br />Pick your search & posting channel<br />Improve your branding<br />Speed-up your selection process.<br />Time kills deals.<br />1<br />
  2. 2. 14/04/2011<br />Workforce Planning<br />DecideWhere, When & How many People youneed.<br />Add 3-4 months and yougot a realistictimeframe. (istheir a learningperiod on the job??)<br />Mention the date your candidate willreallybe performant…<br />Communicatethese dates to Management and business managers.<br />LEVERAGE DECISIONS<br />2<br />
  3. 3. 14/04/2011<br />A sexy jobdescription/candidateprofiling<br />Don’t write down tasks: it gives the idea to take a lot of effort and no fun.<br />Write down the mission of the job & accomplishments, achievements, performance and don’t forget the fun-part.<br />Start with a brief description of your company and the mission of the unity, the candidate will work for. This gives the idea of being part of a greater story.<br />Let it read by someone out of your entity even out of your company.<br />Lack of knowledge can be resolved, lack of attitude not.<br />3<br />
  4. 4. 14/04/2011<br />Pick the right search & postingchannels:<br />Defineyourtargetpublic<br />Post the jobdescription in the (on-line) community of yourtarget public. <br />Not every job belongs in vacature & stepstone.<br />Use universities, specialists, social media, groups, discussion forums,<br />Social media: your candidate is part of the network of your business managers. <br />Hunt the second degree connections of your business colleagues of the targetentity<br />Employeereferral program (whenretentionis not a problem)<br />4<br />
  5. 5. 14/04/2011<br />Improveyour branding<br />Company profiles on linkedin, facebook in line withcompany web & companyjobsites!<br />Write down yourcompany culture and a way of communicating.<br />Get the marketing department in<br />Keepit simple.<br />5<br />
  6. 6. 14/04/2011<br />Speed up yourselectionprocess. Time killsrecruitment deals.<br />2 weeks betweenfirst interview and salaryproposition is the max.<br />The candidate is yourclient.<br />Who is in control?<br />Selection & Recruitmentis becominga “sales-business”…<br />6<br />
  7. 7. 14/04/2011<br />Make up yourintegrity-compassforrecruitment.Habits/Values.<br />H/V applied H/V notapplied.<br />H/V desired<br />H/V undesired. <br />
  8. 8. 14/04/2011<br />Meer tips??<br />patrick@ethiconomy.be<br />+32 496 940 219<br />www.ethiconomy.be<br />Thanks.<br />8<br />

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