Fishing and recruitment
Organizations that take this approach are never able to build people capacity. They are never able to reach the level of productivity that could be possible if they took a more strategic approach to recruitment and employee selection. They hire employees with different value systems that only serve to create a hodge podge of groups rather than teams that work together in a synergistic fashion.
The problem here is that some organizations look at executive search and recruitment as an isolated function rather than as part of a whole talent management strategy. They fail to see the “big picture” or to seek out opportunities to build bench strength throughout their firm, but what does this mean? The following steps will assist you to take a more strategic approach to your recruitment and executive search endeavours.
Conduct an organization assessment – it is important that an assessment of the organization looks at the environmental trends impacting on both the organization as a whole and each department. Review your challenges, opportunities and update your strategy. Then turn to more specific goals for each department as they relate to your need for staff. Build in timelines for managing your recruitment needs.
Analyze your workforce – determine which jobs are critical to move your strategic plan forward and assess the current knowledge and skills that are required and also which skills you currently possess. Pay attention to the employee demographics and identify any risks and opportunities. Where are the gaps and how do you fill them?
Develop your succession plans – analyze which employees might be ready for future assignments and skill building projects. Determine your areas of strength and weakness and develop a plan to fill in the holes. Determine if specific role are best suited to an internal promotion and/or an external candidate.
Create development plans - determine how you can develop talent within your organization. Put learning plans in place. Incorporate both academic learning and practical on-the-job training. Explore the use of mentors.
Develop a talent network strategy - simply throwing out a fishing line and hoping that a qualified candidate takes the bait just won’t work. Instead, take a long term approach. Target potential sectors where you can find a qualified candidate. Make lists of potential candidates and keep track of their careers. Meet with them in social situations, sit on association or industry committees and get a first hand view of how they work.
Build an attractive brand – candidates want to work for the best company, a place where they can learn, grow, contribute and succeed. Take the initiative to become known as a best place to work. Employ successful HR practices. Be unique and innovative.
Plan your recruitment strategy – ensure your recruitment and executive search strategy provides for a thorough and systematic process. Target candidates and conduct several layers of screening and assessment. Be sure to use a psychometric tool to assess the right fit.
Build an onboarding strategy – bringing in too many people all at one time is very difficult, so avoid it when you can. Be sure to build in a comprehensive new employee orientation program so that the candidate will quickly learn their job role and will fit in with the organization culture.
While the process of executive search and recruitment might feel like engagement in a fishing derby, the differences are quite significant. A big catch in the recruitment world means finding and placing the right candidate in the right job at the right time. This takes a lot more than a rod, a reel and a hole in the ice.
About the author
Paul Croteau is Managing Partner of Legacy Bowes Group, Manitoba’s leading Talent Management Solution. He can be reached at firstname.lastname@example.org://www.paulcroteau.com
|"Barbara J. Bowes, FCHRP, CMC is president of Legac..."|
Posted on 02 June 2013
|"Paul Croteau is Managing Partner of Legacy Bowes G..."|
Posted on 09 June 2013
|"Bill is a senior executive with a broad range of b..."|
Posted on 16 June 2013
positive attitude leadership coaching career advice training organizational culture job satisfaction organization impacts of retirement assessment office attire networking career management leadership development productivity coaching strategy dress for success team leadership career change executive search Talent Management selection criteria strategy self assessment executive coaching strategic planning workplace behaviour succession planning recruiting recruitment strategies leadership work-life balance winning team recruitment processes workplace rules self-reflection performance management attitude change management recruitment success employee development retirement wardrobe workplace health and safety team success job search Recruitment leadership attributes recruitment approaches employee engagement organizational change