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interbiznet this week (through Nov. 21, 2000)

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Electronic Recruiting News In Email

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Presentations
- Basic (PDF)
- Strategy (PDF)

Recruiting Trends
Archives
Recruiting Eyeballs

Key
Industry
Suppliers
Resume
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(Over 60)

Company Job Listings
(Over 4000)

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NATSS
Enterprise
Fidelity
HR Live
HR Online
SHRM
Workforce Mag
DejaNews

Suggestions?

It is better
to not be on
the web than
to be on and
not know why
John Sumser

Reality
is more
complex
than
it seems.
John Gall

It's better to
do a few things
really well than
than to do
a lot of things
badly.
If you can't
make the necessary
commitments of
time and energy
to your
electronic
marketing
efforts
scale back
your plan.
John Sumser

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Recruiting Strategy

(December 01, 2000) Given the explosion in Recruitment related services, little attention has been pad to the specifics of Recruiting Strategy. In a world driven by infinite novelty, it's difficult to keep the nose to the grindstone. However, Strategy is emerging as a key consideration.

Another word for strategy is "cost effective planning". With the extraordinary number of opportunities to spend and rapidly growing budgets, most recruiting shops need a plan on which they base their success. If a company's approach is jettisoned each time a new vendor emerges, the real Recruiting endeavor never gains traction. A number of firms, including our own Interbiznet Consulting Group, have emerged to carry some of the weight.

The key elements of a Recruiting Strategy include:

A clear picture of current and future staffing requirements (five years is a good horizon line)
An assessment of the skills, demographics and workload requirements of current employees
A solid definition of regional expansion plans
Training Requirements for Recruiting competency
Established communications patterns for hiring decision making
Clear criteria for hiring decision making
A clear understanding of regulatory requirements
A relationship with a team of creative copy writers
A detailed understanding of current and future marketplace trends
A process for identifying demographic targets
A conceptual map of the communications vehicles available for reaching demographic targets
A compelling story about the reasons this particular workplace is attractive
A job communications budget
A plan to measure the effectiveness of dollars spent on Recruiting
A database in which to collect data about potential employees
The ability to match job requirements against potential employees
A clear understanding of the supply-demand dynamics in the regions that will be recruited
Hiring Timeline objectives and a system to measure performance
A formal "vetting" process for new vendors

In other words, the development of a coherent Recruiting Strategy involves coming to a series of conclusions about sources and objectives. By leaps an bounds, technology and its implementation runs a distant second to questions that concern recruiting volume.

- John Sumser

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