I hear lots of discussions that go something like this…
P1 “So, what is your recruitment strategy?”
P2 “What do you mean?”
P1 “You know, are you using LinkedIn more, or spending money on Indeed?”
P2 “Oh, yea, we’re looking into that, and definitely use LinkedIn. Yes, we’re obviously doing that. So, what are you doing?”
Me Take me now, Lord.
All too often talent acquisition leaders get caught in the trap of narrowly defining their strategies as a series of “whats.” Sure, we need a well thought out plan, but what is missed repeatedly is that the organization’s employees are the heart of any contemporary approach.
What recruitment video is on our website? (as in only one…fail!)
What digital application process will we use? (and how can we force it to mirror our broken manual process…fail again!)
What steps can we take to get the Marketing Department to pay attention to us? (even though Marketing Departments do not understand employer brand…a fail hat trick!)
TA leaders have a unique opportunity to differentiate themselves from their competition if they use a “who” vs “what” filter as they develop their recruitment strategies. Consider for a moment the pride that you feel in your team, your company, and the difference you make. You have stories to tell!
Stories are not “what” things…stories are based on people, the “who” making the magic happen each day.
When leaders focus on profiling their employees on videos and blogs, and distributing those stories across a variety of social channels guess what happens?
The competition has a heart attack, and you get the candidates you need!
…and only requires one thing…
How About You
Is it time to have a very different conversation about your strategic plan? I’d love to help. Oh, and don’t worry, I have enough courage for the both of us.
I’d love to hear from you.