This is it! The New Year is here!
That means a lot of things, including the fact that it’s a New Year for hiring within your organization. Regardless of whether it’s 2017 or 2018, your company’s top goal should be the same: to hire the best candidates for your open positions.
(Your company should also have the goal of retaining all of your best employees, but that’s a topic for another blog post.)
So what do you think is the #1 predictor of your hiring success for the New Year? Advertising dollars? Personnel devoted to screening and interviewing? The standing and reputation of your organization within the employment marketplace?
While it’s true that all of those things do have an impact and an effect, they lag behind another key indicator. That indicator is the talent pool from which your organization draws.
There are two important characteristics of any talent pool: the size of the pool and the quality of the pool. Ideally, you want to have both size and quality. If you only have one and not the other, then your success may be more hit-and-miss than hit.
For instance, if you have a large talent pool, that’s great. However, if that pool is filled with low-level and medium-level candidates, how much good will that ultimately do for your hiring process and your organization?
On the other hand, if your talent pool is of a higher quality, but is much smaller, that’s a better situation. However, it might not be better in the long run, especially if top candidates are highly valued and are at risk for accepting counter-offers and offers from other organizations.
Then, of course, if you have a small talent pool of low-level candidates, that won’t help you at all. So we’ll just pass that right by.
No, what you want is a large talent pool of high-quality candidates. That ensures you will not waste your time with lower-level candidates, but instead will maximize your efforts by interviewing and considering only top-tier talent.
Less wasted time, a more streamlined and more engaging hiring process, a better selection of candidates, and a better chance that one of them will accept your offer of employment once that offer is extended to them. All of these things can happen when you have access to the right type of talent pool.
Do Internet job advertisements hold the key to this kind of talent pool? Top passive candidates do not apply to online job advertisements. Why is that? Because they’re not actively looking for a job in the first place. They have to see the job ad in order to be able to apply through the ad.
Does LinkedIn hold the key to this kind of talent pool? Sure, there’s plenty of candidates there, making for a larger pool. But what about quality? What about motivation? Which candidates will make a move for what reason and which opportunity? Once again, a lot of unanswered questions.
One of the best ways to ensure that you can take advantage of a deep and wide talent pool is to enlist the services of an experienced search consultant. Preferably, you want to work with a recruiter who has a track record of placing the type of candidates that your company wants.
The Doepker Group has extensive experience identifying, recruiting, and hiring the top talent in the Information Technology and Engineering industries.
Click here for more information about The Doepker Group’s services for employers!