Recruiting Strategies to Hire the Best Candidate
Recruiting in today’s fast paced, global economy is not the same as it was even five years ago. With constant competition, identifying the right candidate is far more difficult than writing up an ad based on a job description and hiring someone that has most of those skills. And research has shown the high costs of filling a position as well as leaving it open. Developing a clear, deliberate strategy to hire the best candidate instead of “a candidate” has become increasingly important.
In this course, we’ll review best practices in acquiring talent without wasting resources. We’ll focus on what it means to hire for cultural fit and discuss the interview process. Building a strategy to maximize a return on recruiting investments is imperative. Educate and guide your management team by learning how to hire the best and save your organization a great deal of time and money.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 1.0 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
I have discussed the overall value to your organization and your employees to recruit candidates with the newest tips and trends, but also for cultural fit AND skills as opposed to just skills based. We touched on how recent experts in the field have provided statistics that prove that organizations that hire for cultural fit, in addition to skills, will create more engaged employees. These numbers and concepts should help you to make a strong business case for this type of recruiting strategy.
I also discussed the fact that engaged employees are better at engaging customers or clients, so you really need to strive for engaged employees to move the organization forward. I provided both basic question types and examples of how to hire for cultural fit to help with that “Blueprint” I promised. I gave you some examples of many of the concepts mentioned here, like contrary evidence, or trusting your gut and how those things can help you in your hiring strategy.
I also made the case to prove that hiring for cultural fit is not mutually exclusive from hiring a diverse workforce. There have been some pundits that claim that hiring for cultural fit will make the workforces more homogenous and not open to diverse ideas. That just simply is not the case as I demonstrated with individual examples to illustrate how those areas can be comfortable partners, not at odds with each other.
We have achieved all eight objectives. As the HR professional for your organization, it’s important to remember these lessons as you move forward with building a recruiting strategy. Talk with your senior leaders and management. Build those relationships and ensure you’ve helped establish the right culture for your workforce.
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Lois has held senior HR leadership positions with both domestic and global responsibility, with emphasis in workforce planning (including succession planning); organizational development; employee relations; regulatory compliance (including Affirmative Action); compensation and rewards; benefits (including development of wellness programs); performance management; recruitment; and mergers & acquisitions.
With over 25 years of experience, Lois has served a...