2. Long term focus Requires forecasting needs for the future Putting recruiting strategies in place that are always working for you , whether you are actively hiring or not Evolve over time Increase in value over time Requires Planning Strategic Recruiting
3. Marketing: Position your product Develop an Employer Brand – the process of building your external image as an excellent place to work Sales: CRM tools and principles to reach out to applicants and prospects to create a pipeline: building and maintaining relationships, proactive sourcing of prospects Supply Chain Management Strategic partnerships with suppliers, distributors, and customers, creating communication channels for critical information and operational improvements; searching for new supply points Customer Service The candidate experience Operations Speed is essential, execution must be flawless Toto, we aren’t in Kansas anymore!
4. ATS gives you quantitative data describing your current workforce: Schools Competitors Adjacent industries Professional organizations What common threads eg: sports? Job titles? These are your supply points Understanding Your Labor Market
5. What percentage of last decade’s graduates from Community College X did you hire. What percentage of which majors? Are they going to continue to deliver that level of supply over the next five years? What percentage of your engineers come from competitors? What percentage come from colleges? Will both sources continue to be viable over the next five years? Where do your program managers come from? What’s happening in those institutions? Where do your technicians come from? What’s happening in those worlds? Supply Point Assessment
Editor's Notes
Eg: Barb LaneTSTI WacoCross Country for Meter ReadersCollege professors for Recruiting CandidatesTop 3 hard to fill positions in the company – will they continue to be hard to fill in the long term?Break into 3 groups who don’t work on those positions and identify the strategic partnerships.
Eg: Barb LaneTSTI WacoCross Country for Meter ReadersCollege professors for Recruiting CandidatesTop 3 hard to fill positions in the company – will they continue to be hard to fill in the long term?Break into 3 groups who don’t work on those positions and identify the strategic partnerships.
very same exercise that purchasing departments engage in when they plan for the availability of critical materials or subcontractorsIf University X supplies you with 10 percent of your genetic technicians, but only after they’ve worked somewhere else for five years, it would be sensible to try to sponsor their alumni directory. Other outreach avenues could include networking with professors and alumni to cherry pick the best students and follow them through their careers. Scholarships with essay requirements (perhaps for alumni in pursuit of advanced degrees) will also produce solid leads.Identifies primo candidates and shepherds them into a system that involves delivering value, while you get to know them. Finding the right candidate, when done this way, involves picking from a crop of award winners rather than making do with whatever the market has on hand.
