Change… the only thing that lasts
forever, said by anonymous.
This applies for one of the core vertical of HR – Recruiting also.
The traditional way of getting people into the organization has been undergoing
many changes. Candidates are attracted to the creative ways of finding them.
As per the Mating Theory, recruiting is joining together those with jobs to
fill and those seeking jobs. Now here comes the ‘fit’. A potential
candidate’s mindset of looking for a vacancy in an organization has changed. They
are not just looking at the JD or the profile the company offering to them. It
is more about the work culture of the organization, and aspiration for their
career development and how is the organization going to add value to their
career.
Having the ability to source and uncover top talent is crucial to
success. Sometimes the tools we use come from non-traditional means. The organization
may need to focus on the following parameters in attracting the right candidates
for their organisation.
Ø Survey says, 77% of job
applicants receive no communication from the organization after applying
Ø Applicants are also more
attracted by the way which the employer advertises/come up with the creative
ideas displaying their Job descriptions, skills and requirements etc…
Ø More the creative you are,
higher the probability of getting the right candidate to apply
Recruitment of a computer engineer - If the candidate is interested
in the position he/she tries to solve it. This shows keen interest towards the
profile, and also the selection process is simplified instead of taking the
written tests, and testing the aptitude skills.
Examples of some companies
who followed Creative Sourcing:
1 1. Starbucks:
By living its values and value mission, Starbucks is able to attract
people who share its values. One of the VP of resourcing, Starbucks strategy is
“To have right people hiring the right people”. Company encourages recruits to
self-select out of the hiring process, stating they should recruit the
candidates who are adaptable, dependable and passionate team players.
1 2.
Google:
It holds talent competitions at different parts of the world and
encourages the participants by offering them one of the best profiles in
research and development.
1 3. Cisco Systems:
Cisco uses creative advertisements and stunts to
draw job seekers in the website. At a football Cisco employees spelled out the company’s
Web address with lettered cards, and one of the innovative ideas they have
followed is, they placed a mobile billboard at a grid lock intersection in
Silicon Valley saying “You can stay home
and work for Cisco in Santa Cruz and Scotts Valley”. This attracted the
huge crowd for entry level vacancies. The more interesting thing is, it
sponsors coffee arts at industry conferences, asking the patrons to fill the
information sheets while they are waiting for their coffee.
Social media is no longer a
strategy for recruiters.
It’s
an important piece to have,
But
you won’t be successful with just that...
Active, Semi passive &
Passive job seekers:
Now, a creative sourcing plan should attract the passive and
semi-passive job seekers. Because, it is easy to get the active job seekers
into the organisation. They may be desperately waiting for the companies to
announce the vacancies but taking an example, a potential candidate who is
satisfied with the present job/designation in other organisation will come
under the semi-passive /passive job seeker.
Check list for Effective
Sourcing:
An effective sourcing strategy should must meet the following goals
– speed, cost, candidate and new hire quality. It doesn’t matter how many
people apply to an organisation if none of them meet the minimum hiring
requirements.
Here are some tips by Roy Milton for Recruiting
2.0 :
1. BE CURIOUS Ã Leads to Insight
Ask WHY and WHY IF.
If you’re sourcing, be a detective, find different
angles on people and do your best to get into their career mindset – only then
will you really be able to determine if they will fit with your culture.
2. Go for a walk à Physical activity frees the mind to wander
Going out and getting a coffee, the smells, the
banter, the sunshine, the feel of the cup the hand makes you want to open
laptop and do some work.
3. Talk to people, Different
people à Fresh
perspectives are helpful
Never say no to a meet people. Doesn’t matter if your
career fields are polar opposites, take the meeting, make the connection, who
knows what you’ll be able to talk about and discover.
4. Be doodling à If you think it, ink it
Give your creative ideas some structure by jotting
them down. You think you won’t have to because you’ll remember them, but you
really won’t.
5. Create bad work à Be bad to be good
Trust the process.
Learn from your mistakes, don’t be afraid of looking
like an idiot. Version 203.8 is still a long way to go.
6. Be Original à Remember why you started
Stay true to your mission. In sourcing, in doing your
job, in working with people.
7. Be simple à Be believable
Human truth cannot lie.
Even though sourcing is a complex process, the idea
behind it stays simple. To find the right person for the right job. Don’t let complicated
search science cloud that truth.
8. Be happy à Have fun. It’s only advertising
Finding that right person for a job sometimes feels
like winning at a casino. Jackpot! When this happens – and even when it doesn’t
– have fun and enjoy the process.
