Posted by 
Sheila Greco, President & Chief Executive Officer, Sheila Greco Associates LLC
There is a difference between good recruiters and great recruiters. Many of us agree that great recruiters are great networkers and relationship builders, and one trend we are seeing is organizations are becoming better at networking on the executive and mid manager levels. As networking continues to build positive results, which occur as these efforts are becoming stronger and stronger, are increasing. Good organizations are becoming great ones as these activities take hold and assist in winning the war for talent.
We are seeing talent management and talent acquisition professionals working together to define and create a combined talent strategy with the ultimate goal of pulling together top performing teams by retaining key players and hiring best of breed candidates from targeted resources. These same teams have come to realize the importance in leveraging the networking capabilities of their current talent to develop and a list of “soft” targets – which develop over time for future opportunities. So moving forward, let us not just think about how recruiting was done before these activities became commonplace, but let us think of what the future can hold for us.
In the past the standard reasoning behind recruiting was to meet the need of an immediate opening; the secondary reason to develop a candidate pool based upon an impending opening. However, is this really the best way to recruit? Is this the only way to recruit? Think again! What is needed is a great team of recruiters, researchers, talent management, talent acquisition professionals AND a team of internal networkers to create a win-win recruiting and talent management strategy!
The time to recruit talent is NOW! Not when you need it fast! Great recruiters are constantly recruiting and networking! Why shouldn’t great companies be doing the same?!
Simply stated, most companies know who they want when they need it. They know where to find the talent based upon prior successes and have access to internal professionals who are looking to be engaged. Most companies are looking for ways to cut recruiting costs and reduce the time to hire, and this process allows this to happen! Lastly, everyone wants to be wanted, so why not go after a talent pool of potential candidates that meet your company’s needs? It works, is cost effective, builds knowledge, creates internal camaraderie and will help with the war for talent.
Are you attending onrec September 14-16?
If so please feel free to seek me out, I will be presenting Wednesday afternoon, September 15 on Current Recruiting Trends and we are exhibiting at the show as well. I look forward to hearing your thoughts and ideas!
Sheila Greco
President/Chief Executive Officer
Sheila Greco Associates, LLC
www.sheilagreco.com
www.sgaexecutivetracker.com
Come Blog with Us – http://sheilagreco.typepad.com/blog/
http://www.youtube.com/watch?v=YqETHVEnz48
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- Doubt Social Recruiting Works?
- This Morning a Light Bulb Went On
- Super Tool Exchange
- Hiring the “A” Team: The Right Ingredients for Recruiting Success
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I noticed a great white paper at 5 Strategies for Improving Employee Satisfaction in Healthcare
that I think you might like. It always seems as though getting top talent is the priority, but I believe it is the KEEPING of top talent that should be number one.
Have a beautiful day!