Recruiting Sourcing and Market Share

Recruiting Sourcing and Market Share

 

Here are my top tips on how to win market share:

 

1)       Visibility – jobseekers need to know you exist. If your company suffers from low visibility this is the first major thing you NEED to invest in. 10 years ago newspaper ads was the norm. 5 years ago Internet advertising took over. Nowadays internet still feeds the biggest chunk but smart companies know how to turn their employees into “walking billboards”. You often see people walking around with their company brand jackets like IBM or HP. Some companies like Convergys even have a special Tshirt made by Bench. Bottomline is this – analyze your hiring needs. If hiring top talent over competitors is a major part of your business strategy, you MUST invest in this area.

2)      Sticky Message – ask yourself: “why on earth would anyone want to work at my company?” If you cant be honest with yourself then you cant expect to win at recruiting. Bottomline here is you may not be the best company to work for but try to figure out what makes you UNIQUE. Figure out your identity versus the millions of other job opportunities out there. 95% of all companies are lousy at communicating their employer value proposition. The trick is to be honest with yourself. Have an employee FGD. Find out why your people enjoy working for you. Find out what makes your company unique. You will most likely be surprised that the reasons YOU think are much different from what your EMPLOYEES think.

3)      Information – most jobseekers are curious people. Just like people who buy cars, jobseekers spend a lot of time doing research. After all, for most people, switching jobs is a life changing event. How do people research nowadays – ask yourself that. Usually they ask their friends, visit your company website or search online reviews/forums. The JD you posted on jobstreet is typically not enough and most people would decide not to apply if they felt they needed more info. That’s why head hunters have an edge. They are able to talk up about opportunities the way someone selling a condo would. Bottomline – invest some time in being informative. Update your ad postings, make sure your recruiters are capable of explaining the company and the job in a “non canned” way but in a way that can be related to.

4)      Location Location Location – why did 7/11 invest in just about every corner property around the city? To make sure they are easier to get to than any competitor. Make sure it is EASY to apply to your company. No 30 minute online application forms please. No company career site labyrinths. Think of your jobseekers. It must be EASIER to reach you and make initial contact vs your competitors.

5)      Speed – try to contact applicants a max of 2 days after they’ve applied. If not, either they’ve been contacted first by your competitor or they’ve lost their interest to explore. Remember, disengaged employees are often too busy to spend a lot of time job hunting. You need to catch them while they’re hot.

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