I head the recruitment department in a leading strategy and research company. I have been in the field for almost 20 years and in this organization for more than a decade now. I have grown from being an executive to leading the recruitment team with my unique ability to identify resources and place talent. From the beginning, I have hired people in various departments, and my success ratio is almost hundred percent. Recently, I realized my conservative hiring methodology is not bearing fruit for the group. I am losing out on a good talent pool to competitors. While I have widened the company’s visibility by increasing the web presence in social media and other networks, I am unable to bridge the demand and supply gap in my organization. What more can I do?
A Disillusioned Recruiter
Dear Disillusioned Recruiter,
Your challenge is common for most recruiters. As someone who has been in the field for two decades now, transient times teach you a thing or two. It is commendable that you have decided to do something about the strategies.
Here are some more thoughts you can apply:
Expand your online presence: If you are looking at bringing variety in the talent pool, you have to go visible on the Internet, as the Gen Zs are all inclined to look up your website, social media handles, and networking profile pages to know more. See the reviews shared about the workplace, and also clearly exhibit the recognition received by your company through blogs and posts. Present the content about your company in an alluring way by working closely with the marketing communication team.
Look at your job description: Often the way your job description is worded may keep away a good part of the diverse talent pool even if you intend to hire them. Ensure that none of your job descriptions are inclined towards a gender.
Look at a wider talent pool: Re-examine the places where you look for talent. See if there is a good representation of ages, genders, and generations. Are you only looking at job portals or are you focusing too much only on campuses? Ensure that you have a mix of avenues to spot the talent.
Finally, remember in Covid times, the concept of a workplace has seen a shift. Today, remote working is an integral part, and it offers scope for recruiters to look beyond the traditional talent pool, transcending geographical boundaries.
Here is one article that you might want to read about the talent mines:
Finally, be assured that you have a lot of ways to access the best talent pool. Reinvent and shift gears to optimize the potential of a highly diverse workplace.
