Recruiting and retaining talented, resourceful and engaged employees is more critical than ever. But how does a company compete?
Debra J. Parent, PHR, SHRM-CP, CHHR has developed a 25 step “Recruitment Playbook” that helps companies surround candidates with positive messages and entices them to take the next step. She will reveal that formula in a free webinar scheduled for Tuesday, 5/24, 9 -10 a.m. You can RSVP by clicking here.
From video greetings by the CEO to voices of middle management to creative and mutually beneficial partnering with schools and universities, there are many tactics a company can employ, right now, to attract candidates and help them win the war on talent; creative, ambitious and aggressive tactics with a long-term focus.
Parent is a certified coach, former adjunct business professor at UMASS Dartmouth and Bristol Community College, and Supervisory and Leadership Skills Grant Trainer for Bristol Community College. She is an active member of the UMASS Dartmouth Charlton College of Business Advisor Board, ProVisors, and successful business owner of an HR recruitment and consulting firm with clients throughout New England.
Parent assists companies develop and implement effective recruitment and retention strategies, fill key hard to recruit positions, design a well-thought out HR program, smart HR policies, and provide workable HR solutions to respond to workforce challenges. She leads with integrity, balancing company and employee interests, and has a forward-thinking approach.
Parent will outline how the implement numerous recruitment and retention efforts, including –
Careers Web Page Enhancement – Having a thorough and positive clarification of why the company is a great place to work.
Glassdoor Campaign – Encourage staff to post positive comments.
Maximize the Employee Referral Bonus – Have a formal program and fund it.
Partnership with Schools – Be the first job for the best and brightest.
Targeted Direct Market Advertising on Social Media Streaming Rich Graphic Ads – Reach young candidates where they are. Leverage GoogleAds, Facebook, Linkedin, and Instagram.
Engage an Employer Branding Consultant – Capture and convey your positive image.
Sign on Bonus – Cash is still king.
Competitor Poaching – There are various tools to research your competition. Use them.
Job Site Postings – Indeed, LinkedIn and ZipRecruiter are some of the familiar names.
Maximize Professional Associations – Immerse your company with the trade/professional association and utilize its many channels.
Recruiter Scheduling Responsibilities – Interviewing goes beyond weekdays. Assign a weekend interviewer.
Google Search – The majority of job searches begin on Google. Get candidates before they search further.
Artificial Intelligence – Cross-reference LinkedIn with Artificial Intelligence to obtaincandidates emails, phone numbers, and current employers
Radio Spot, Newspaper, and Bill Board Advertising – Best to reach passive candidates.
Best Workplace Awards – Win an award and drive candidates to your door.
Flyer Campaign – Engage in flyer campaign at local schools, community centers, churches fitness facilities and other areas where postings are allowed, etc.
Provide a “Company Insider” Sign up and Quarterly Newsletter for Applicants – Allow applicants to express interest in your company and provide a sign up for them online. Email a quarterly newsletter for interested candidates to keep the company, “top of mind”.
Hold an Annual Combination Open House/Job Fair – Semi-annually hold open house to include tours, refreshments, presentations about the company, the positions, the leadership, and product and services, etc.
Annual Conference Based on Industry – Annually, sponsor a well-publicized conference. The goal is to become known in the local industry for holding a gala event offering learning, networking, refreshments, time to talk to people in the local industry, and hear from a well-known speaker.
Establish a Monthly Industry Group – Actively participate, or lead, an industry “meet up” group, in person or virtually, for those in the area who, both employees, candidates and others in the industry, to network and discuss the industry trends and challenges.
Military Recruitment – Actively post on Military.com, Recruit Military, Hire Heroes USA, Hire a Veteran, Military Hire, Hire Veterans, and partner with the US Depart of Labor and Recruit Military and other organizations that help place military veterans.
Recruit People with Disabilities – Post on job boards for people with disabilities, such as, Ability Jobs, Recruit Disability, Word, Inc., and MA Rehabilitation Commission, and Disabledperson.
Annual Scholarship Program – Invite company employees and customers, to apply for an annual scholarship.
Recruit Declinations – Create a develop a database of past candidates who have declined for semi-annual schedule regular outreach via emails, phone calls, mailings, Christmas cards, etc.
Re-Recruit – Regularly reach out to past employees you would love to have back.
Provide Each New Hire with their “1st Four Assignments” Card – Make on-boarding personal and comprehensive.
The business community is encouraged to attend. The event is sponsored by three leading organizations including My Pinnacle Network which hosts monthly meetings for business-to-business professionals at five locations throughout Massachusetts including Braintree, Mansfield, Needham, Pembroke, and Westborough; South Shore Networking Professionals which connects business people monthly at locations throughout the South Shore; and Rockland Trust, offering a wide range of banking, investment, and insurance services to businesses and individuals through retail branches, commercial lending offices, investment management offices, and residential lending centers located in Eastern Massachusetts and Rhode Island, as well as through online, mobile and phone banking.
To RSVP, please click here or call My Pinnacle Network at 781-582-1061.