Strategy in Recruiting is Essential to Organizational Success.

1. Objectives Recruiting
Strategy
Recruiting
Action
Retention Best
Practices
and
Summary

2. Identify
Talent
Objectives
Develop
Recruiting
and
Retention
Strategy
Effectively
Source
and
Qualify
Talent
Remain
Ethically
and
Legally
Compliant
Apply
Best
Practices

3. Harvard Business Review
Analytic Services surveyed
323 executives, the majority
in positions
outside HR.
They found that poor
workforce planning has
caused talent shortfalls,
which in turn led to the
inability to meet
business goals, according to
nearly three out of four
respondents.

4. What is happening
with talent
acquisition and
attrition and why
How the workforce
plan contributes to
the success of the
business plan
How changes in the
workforce will cause
variance from the
plan
What
positions/talent are
required to meet
business objectives
Also….

6. Strategy
Sourcing
PipeliningQualifying
Assessments
And
Evaluations

7. Recruitment and Business Goals
Who and What of Recruiting
Environment and Market Considerations
Evaluate Sources

8. Business and Recruiting Objectives
Quality/Quantity of Hire
Competitive Advantage
Business Partners and Applicants
Types of Goals

9. External Considerations
Market Supply and Demand
Political Changes
Competition and Differentiators
Economic Changes
Social Trends
Technology Influences
Legal Compliance
Internal Considerations
Historical Trends and Tracking
Forecasted and Current Openings
Internal Pipeline and Employee Demographics
Employment Branding, Culture, and Values
Training and Development
Retention and Succession Strategy
Flexible Staffing Options

10. Candidates
that are
happily
employed
Candidates
that are
unemployed
or unhappily
employed
Anyone not
related to the
organization
Internal
employees

11. Referrals Databases
Social Media Employee Profiles
Postings Community Engagement
Hiring Events Internet

13. The Plan Metrics and Tracking

15. When?
Online, On the phone,
in person, before the interview
Documents?
Resume, Cover Letter, Curriculum Vitae,
Work Product, Personal Statements, other
forms
Are they minimally qualified?
 Experience
 Location
 Goals
 Compensation
 Preferences
 Working together
Prescreens are also a source of
questions for subsequent interviews,
getting information for reference
checks, facilitate time management
for the interviewers.
Be aware of legal
and discriminatory
restrictions on
questions!!!

16. Ask the right
questions
• Interview guides and styles
Active
Listening
• Establish rapport through verbal and
nonverbal communication
Setting
Expectations
• Give a realistic view of a day in the life

17. Styles of Interviews

19. Non verbal communication is subjective and affected by
cultural factors, biases, and other personal factors!!

20. Some Nonverbal Specifics for Interviewing
How do I know when a candidate is lying?
 If there is a mismatch between the
verbal and nonverbal, trust the
nonverbal language.
 Lack of nonverbal message may also be
a red flag.
Non verbal communication is subjective and affected by
cultural factors, biases, and other personal factors!!

21. Introduction
Interview and Selection Process, set the tone
of the interview, and ask general questions
Discussion
Nonverbal Branding, Communicate with
candidates who are not immediately qualified
Close
How to work together, understanding and
communication of the commitments of both

23. Recruiting and Business Goals
SHRM – Recruiting Internally and Externally
Employment Branding – Apple
Employment Branding – Harley
Human Capital Institute
Tackling Talent Strategically - Harvard Business Review
Recruiting Analytics – staffing.org
Handouts and Additional Resources