Eventually you’ll be hit by the big bad recruiting dodgeball unless…
Have been thinking CRM – customer relationship management – this morning (when I should have been thinking caffeine) while working on a project for a client when I realized that many approaches towards recruiting talent are based on short term rewards: “Work for XYZ Company – we’re the best”, “We’ll bump up your salary by 15%”, “Here – take this cool pen…now can I see your resume”, etc.
Every strategic recruiting plan and each tactical pitch must have an associated value proposition that the talent pool or candidate can immediately relate to. When you’re developing your strategic recruiting plan, keep in mind the “What’s in it for them?” question by developing tangible value propositions for the different pools of talent where you’ll be taking a swim. Developng these VPs will probably require that you develop close working relationships with your business and functional leaders so you can answer a question such as, “Why in the blue moon would any engineer ever want to work for us?”
I’ll be covering more about the thinking elements of recruiting over the next few weeks. But if you haven’t done so, read John Sullivan’s excellent series on Recruiting Strategy.
Why take a chance at being hit by a recruiting dodgeball if you can think about where the ball may be coming from? It’s all in the planning. Whoever said that recruiting was easy?