|
RECRUITING TACTICS AND TECHNIQUES
Recruiting is a term often applied to a number of related procedures involved in identifying and employing executives and other high talent individuals. We will refer to recruiting as the process of obtaining the services of the preferred candidate and will distinguish it from the allied processes of sourcing (the identification of potential candidates) and evaluation (normally achieved through interviewing and referencing). This brochure's focus will be on specific techniques important to successfully employing the candidate of greatest potential for your organization.
Most of what will follow could be considered applied individual psychology and will highlight the skills required to identify candidate needs and develop appropriate responses to them. Additional consideration will be given to procedural aspects such as timing , the structure of employment offers and combating counter-offers. However, the psychological impact of each of these issues will predominates.
STRATEGIC RECRUITING PLAN
Effective recruitments require careful thought to identify -- before the first candidate is interviewed -- the attractive or salable characteristics of the opening. Isolating these factors and placing them in full view of the candidate early in the process helps achieve maximum candidate motivation.
Those aspects of a position which will be most attractive are always situation and candidate specific. Examples include the proposed role or specific aspects of the organizational entity in which the job exists. The position could be bigger, broader or newly created and have inherent attractive qualities as a result. The organization could encourage entrepreneurship and significant autonomy, which might be alluring to a particular candidate. The environment itself -- in terms of management
|
|
