How to attract & hire hard-to-find candidates

14/04/2011,[object Object],How to attract & hire “hard-to-find”candidates?,[object Object],Workforceplanning is what you need.,[object Object],A sexy job description/candidate profiling.,[object Object],Pick your search & posting channel,[object Object],Improve your branding,[object Object],Speed-up your selection process.,[object Object],Time kills deals.,[object Object],1,[object Object]

14/04/2011,[object Object],Workforce Planning,[object Object],DecideWhere, When & How many People youneed.,[object Object],Add 3-4 months and yougot a realistictimeframe. (istheir a learningperiod on the job??),[object Object],Mention the date your candidate willreallybe performant…,[object Object],Communicatethese dates to Management and business managers.,[object Object],LEVERAGE DECISIONS,[object Object],2,[object Object]

14/04/2011,[object Object],A sexy jobdescription/candidateprofiling,[object Object],Don’t write down tasks: it gives the idea to take a lot of effort and no fun.,[object Object],Write down the mission of the job & accomplishments, achievements, performance and don’t forget the fun-part.,[object Object],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.,[object Object],Let it read by someone out of your entity even out of your company.,[object Object],Lack of knowledge can be resolved, lack of attitude not.,[object Object],3,[object Object]

14/04/2011,[object Object],Pick the right search & postingchannels:,[object Object],Defineyourtargetpublic,[object Object],Post the jobdescription in the (on-line) community of yourtarget public. ,[object Object],Not every job belongs in vacature & stepstone.,[object Object],Use universities, specialists, social media, groups, discussion forums,,[object Object],Social media: your candidate is part of the network of your business managers. ,[object Object],Hunt the second degree connections of your business colleagues of the targetentity,[object Object],Employeereferral program (whenretentionis not a problem),[object Object],4,[object Object]

14/04/2011,[object Object],Improveyour branding,[object Object],Company profiles on linkedin, facebook in line withcompany web & companyjobsites!,[object Object],Write down yourcompany culture and a way of communicating.,[object Object],Get the marketing department in,[object Object],Keepit simple.,[object Object],5,[object Object]

14/04/2011,[object Object],Speed up yourselectionprocess. Time killsrecruitment deals.,[object Object],2 weeks betweenfirst interview and salaryproposition is the max.,[object Object],The candidate is yourclient.,[object Object],Who is in control?,[object Object],Selection & Recruitmentis becominga “sales-business”…,[object Object],6,[object Object]

14/04/2011,[object Object],Make up yourintegrity-compassforrecruitment.Habits/Values.,[object Object],H/V applied H/V notapplied.,[object Object],H/V desired,[object Object],H/V undesired. ,[object Object]

14/04/2011,[object Object],Meer tips??,[object Object],patrick@ethiconomy.be,[object Object],+32 496 940 219,[object Object],www.ethiconomy.be,[object Object],Thanks.,[object Object],8,[object Object]

How to attract & hire hard-to-find candidates

How to attract & hire hard-to-find candidates

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How to attract & hire hard-to-find candidates