As Recruitment Professionals, we are constantly focused on ensuring our clients obtain the best qualified candidates for their positions. However, we can be so focused on our client’s needs that we often do not take enough care to ensure we have our own healthy pipeline of internal candidates when we need to add to our own teams. So how do you keep a nice bench of talent ready for when the need arises? Through constant candidate relationship management marketing, a strong social media presence, and a consistent hiring and interview process you can do just that. [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][optinlocker]
Most of us already know what CRM marketing is. It’s just important to remember to do it and follow up on it. Keeping in touch with those candidates you may have spoken to months back but didn’t have the right position for could prove valuable in the future when the right position does come up. Not only will you find these pipelines will shorten your time to fill, you will also appreciate a higher candidate experience rating which is priceless in the times of Glassdoor and other social media sites.
Of course a strong social media presence will always help in keeping your company in the forefront of potential employees. Being sure to demonstrate your company culture and ideals through blogs, tweets and various posts will help given an outsider a better idea of what it is like to work at your company. Remember you only get one change to make a first impression – make it a good one!
When you are at the point to interview and make some new make hires, be sure to follow a consistent interview process that truly answers all of the questions you may have about the candidate. At People Science, we have developed a list of Commonalities we interview, hire and manage to. From asking questions related to these commonalities, we’ve found we can better decide which types of candidates will succeed in a team environment such as ours. We’ve also found that most new employees have an easier time transitioning into the new roles when they have a good understanding of how their new team operates. It’s a win-win.
Take the time now to invest in your team’s future and you won’t regret it later. By marketing your own company smartly, staying in touch with potential candidates, and consistency in your process, you can save yourself valuable time down the road.
We’re always looking for new talent to add to our team at People Science. Visit our Careers site and learn what we are about! http://www.people-science.com/careers/
By Jessica Oberto | People Science Director of Process Engineering [/optinlocker][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]
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