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"She looked so good on paper."
Sound familiar? In your rush to fill an open position to keep your company running smoothly, you are making a hiring decision that turns out to be a huge mistake.
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If so, you are certainly not alone and the problem is not a lack of judgment. A study by the US Chamber of Commerce Foundation published earlier this year confirms what many of us on the front lines of candidate recruitment already know: There is a skills gap in the current job market. The study found that 48% of respondents complain that candidates lack the skills to fill the vacancies.
In an uncertain economic environment where every employee must perform at their best, understanding what you can do to discover top talent is important.
Recruiting applicants is a valuable skill and often the most valuable step in the entire recruiting process.
At my recruiting firm, The Duffy Group, we use a process called recruiting research that is based on the knowledge that every client has a compelling story and unique hiring needs. The research part of the process may or may not make the difference between a successful hiring decision.
Your company should be your candidate
First, it thoroughly examines your business history, key differentiators, preference for community donations, and even the way your employees celebrate successes. All of these things are selling points for getting potential candidates over the finish line.
When you are deep into your company, turn to the open position and go beyond the job description to gain as much insight as possible. Use this fact-finding process to clarify what sets the position apart from similar roles in other companies, identify competitors with top talent, and list the skills that are critical to success.
You may be thinking, “But this is my company. I don't need to go through this exercise. "
On the contrary, this introspective process will help you update outdated job descriptions and focus more on your expectations of the perspective employee filling the position.
There are times when hiring managers don't know what to expect from employees, especially if the position is new. This is where due diligence comes into play. For an outside recruiter, this means relying on details taken from an admissions form to conduct a conversation, with observations like, “It looks like a sales manager with a database of customers is in the renewable industry Energies are an advantage. "
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Throw a wide net
With your research results, you can now begin recruiting candidates. When doing this, remember to look beyond the usual job boards and social media websites. Instead, talk to passive candidates – those who may not be actively looking for a job but are considering the right new opportunity – with the goal of identifying three to five of the strongest candidates for formal interviews. This will likely involve developing a cold calling strategy to get the best prospects.
Finally, don't overlook internal candidates who may be looking for a promotion and, in some cases, already getting the job done.
Bridging the skills gap requires creative solutions. In the meantime, a solid sourcing strategy can help you build a strong workforce and avoid costly hiring mistakes.
Related: Do you want to grow your business? Grow your charisma.