Top 10 Most Effective Recruiting Tools

Recruiting is one of the least scientific of all business functions. Very few recruiting departments take that time to track which recruiting tools are the most effective. Some that are used frequently (like many newspaper ads) often produce mediocre hires, while other recruiting tools consistently work at finding top performers and convincing them to accept our offers. If you haven’t taken the time to ?run the numbers,? the following is a list of those that consistently produce high-quality results.

  1. CEO calls – Having the CEO of the firm call (or visit) a candidate directly and then telling them how important their contribution to the firm will be.
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  3. Employee referrals from our top performers – “A” players know other “A” players. Referred candidates are pre-assessed and pre-sold by people that know us well.
  4. Referrals by “Friends” of the firm – Referrals from our ?friends.? Like former top performing employees, customers, the references given by previous hires (that turned out to be top performers) and others that know top talent and are willing to refer it to us.
  5. ?Who’s who” database matches – Individuals that appear multiple times in our top talent database because they have been independently identified by several different employees as being a top talent in their field.
  6. The Web – Individuals whose ideas and work have been found to be superior on technical listservers, chatrooms & on individual’s portfolio web pages.
  7. “Invited” open houses on your site – Individuals that have been ?pre-qualified? are invited to our facility to meet with managers and key team members, as well as to see some of the exciting projects and equipment they might be working on. The process becomes even more effective when ?same day? offers and acceptance bonuses are included.
  8. Converting “temps” – Identifying top performing contractors, consultants, ex-employees, interns and temporary workers and converting them to regular employees.
  9. PR and Branding write ups – Getting written up for great technical leadership for management practices in leading business and technical publications. Conference presentations and being listed in one of the “great places to work” magazine listings are also extremely effective.
  10. “Non-recruiting events” where people are not expecting to be recruited – Identifying and building relationships at social events (wine and beer festivals) that are frequently attended by professionals in our target field. Trade fairs and conferences can also be effective.
  11. “I’ve always wanted to be” questions – Getting hot prospects to fill out a questionnaire highlighting elements of their “dream job”, their criteria for accepting a new job or what frustrates them about the current job?

Dr. John Sullivan, professor, author, corporate speaker, and advisor, is an internationally known HR thought-leader from the Silicon Valley who specializes in providing bold and high-business-impact talent management solutions.

He’s a prolific author with over 900 articles and 10 books covering all areas of talent management. He has written over a dozen white papers, conducted over 50 webinars, dozens of workshops, and he has been featured in over 35 videos. He is an engaging corporate speaker who has excited audiences at over 300 corporations/ organizations in 30 countries on all six continents. His ideas have appeared in every major business source including the Wall Street Journal, Fortune, BusinessWeek, Fast Company, CFO, Inc., NY Times, SmartMoney, USA Today, HBR, and the Financial Times. In addition, he writes for the WSJ Experts column. He has been interviewed on CNN and the CBS and ABC nightly news, NPR, as well many local TV and radio outlets. Fast Company called him the "Michael Jordan of Hiring," Staffing.org called him “the father of HR metrics,” and SHRM called him “One of the industry's most respected strategists." He was selected among HR’s “Top 10 Leading Thinkers” and he was ranked No. 8 among the top 25 online influencers in talent management. He served as the Chief Talent Officer of Agilent Technologies, the HP spinoff with 43,000 employees, and he was the CEO of the Business Development Center, a minority business consulting firm in Bakersfield, California. He is currently a Professor of Management at San Francisco State (1982 – present). His articles can be found all over the Internet and on his popular website www.drjohnsullivan.com and on staging.ere.net. He lives in Pacifica, California.

 

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