Copyright (c) 2009 Success Performance Solutions
Management is at a crossroads. An overabundance of resumes, creating what I’ve called the “resu-mess,” is prompting employers to change the way they recruit, receive and review applications and interview candidates.
An effective recruitment strategy accomplishes two things. First it identifies where and when you will recruit new employees. Second, it defines how you will identify them.
What can an organization do to find more qualified young workers and then identify them effectively and quickly?
Simplify the application process. To first attract and then actually hire young talent, making the entire application process as convenient as possible is critical. A well-designed applicant processing system is like the EZ-Pass of human resources. It can help an organization filter and process resumes quickly and offer a recruitment process aligned with the expectations of its future workforce. Prospective employees should be able to fill out an application online 24/7. Immediately upon submitting their resumes, these candidates should be asked to complete an automated online interview and a job fit assessment, allowing candidates to self-qualify or disqualify themselves. For the hiring manager, this means fewer phone calls to unqualified, unmotivated and uninterested candidates but faster access and response to the qualified ones.
Engage today or be left behind tomorrow. It seems like it was just yesterday that websites and job boards like Monster and CareerBuilder were best practice strategies to recruit new talent. But just as quickly as you can say “classified ad,” Monster and CareerBuilder are being replaced by Facebook and LinkedIn as the recruiters’ preferred candidate “hunting ground.” This is just the tip of the iceberg when it comes to changing the way young workers will find jobs. In order to compete for the top candidates, no company can neglect social networks.
Work That Matters. Connect employees to issues they care about. More important than money is meaning. Gen Ys want their life to have a purpose and their work to be meaningful. Many will measure their success by doing work that matters. Meaningfulness has many faces: it could mean offering an employee the opportunity to telework so he or she can stay at home with their young child, your company could adopt a local charity, or leading a community-wide “going green” initiative. Share what your company values in your recruitment messages and promote how each employee is connected to them. But do not fake it. An organization can’t just promote how meaningful a job is without it being the truth. Good news travels fast; bad news travels faster. If community engagement is promoted as a company value, it better not be just a bullet point on the marketing brochure.
Source by Ira Wolfe