Author:
Yanniquea Scarlett - Reid
Subject:
Career and Technical Education
Material Type:
Module
Level:
Graduate / Professional
Tags:
  • Ideal Candidate
  • Recruitment
  • Recruitment Strategies
  • recruitment-strategies
  • License:
    Creative Commons Attribution
    Language:
    English
    Media Formats:
    Graphics/Photos, Text/HTML, Video

    Recruitment Strategies for Sourcing the Ideal Candidate.

    Recruitment Strategies for Sourcing the Ideal Candidate.

    Overview

    This module intends to provide an overview of key strategies to attract and acquire the "ideal" candidate for any role that your organization is hiring.  The target audience for this module is professional Recruiters, Talent Consultants and or Managers tasked with recruitment for their organization

    Introduction & Overview - Recruitment Strategies for Sourcing the Ideal Candidate.

    The aim is to provide a brief insight as to the nature of the module and a short overview of the items to be covered.

    Welcome to "Recruitment Strategies for Sourcing the Ideal Candidate."  This module intends to provide an overview of key strategies to attract and acquire the "ideal" candidate for any role that your organization is hiring.  The target audience for this module is professional Recruiters, Talent Consultants and or Managers tasked with recruitment for their organization.

    The module will cover the following:

    • Overview of Recruitment - what is recruitment.
    • Importance and Impact of Recruiting the "Ideal Candidate"
    • The Recruitment Process
      • Intake Meeting
      • Job Posting
      • Interview Process 
      • Selection

    Outcome:  With the completion of this module, you will be able to identify strategies that will faciltate the hiring of not only the ideal candidate for the job but the individual who will be the right fit for your organization.

    Images, Videos and Text within this module are CC-BY, CC-BY 3.0, CC-BY-SA and CC-BY-NC unless otherwise stated.

    Recruitment - What is Recruitment?

    The aim of the activity is to provide a starting baseline of current recruitment strategies the individual currently uses or a lack thereof one.

    Use of the activity to start the participants' self-reflection of current practices used and how to succeed in an ever-changing market.

    The video is also a probe for recruiters who currently do not have a recruitment strategy in place to seed the need for one in the recruitment process.

    Reference:

    TheExecuSearchGroup, (2019) 4 Recruitment Strategies to Help You Succeed in a Candidate-Driven Market  (Web Video). Retrieved from https://www.youtube.com/watch?v=PQdcimhPo3U Attribution and License CC- BY 3.0

    Recruitment Clip Art - CC-BY-NC

    Job Vacancy Clipart - CC-BY-NC

      To individual as yourself who work in Recruitment to ask of you "What is Recruitment?" may seem a bit redundant.  However, if Recruitment is not clearly defined, the resulting strategies established will not achieve the desired outcome. Recruitment is often seen as the way in which individuals are attracted, shortlisted and brought into an organization after adequate screening to determine fit to the current job and or company.  

      Activity 1.

      To get you started  watch this video on "4 Recruitment Strategies to Help You Succeed in a Candidate  - Driven Market"  and answer the following questions:

      1. What is the "employer brand" I currently show to candidates?
      2. How flexible am I in my candidate requirements for the current posting?
      3. How long does it take from meeting the candidate to issuing an offer?

       

      Video is Licensed under Creative Commons Attribution CC-BY 3.0

      Importance and Impact of Recruiting the "Ideal Candidate."

      The positive impact of recruiting a great candidate vs negative impact.  The Managers and recruiters who often focus on finding the ideal candidate will be redirected by the article on the "purple squirrel."  The aim of the article is to have recruiters step outside the box of seeking the perfect candidate and look for an ideal.  The ideal candidate that can be mentored to become that "purple squirrel." The "purple squirrel" is representative of the individual who checks all the boxes of the ideal candidate.

      The use of the Clip Art is to foster not only a bit of laugh but to also show how elusive finding an actual purple squirrel is.

      The Video on "The Cost of a Bad Hire" is to provide a pause for reflection on the negative implications of hiring the wrong candidate can have on an organization.

      Reference Materials used:

      TheExecuSearch Group, (2016).  How To Improve The Candidate Experience To Attract Top Talent  Retrieved from https://www.youtube.com/watch?v=-UXx87a6X4c CC-BY 3.0

      The Top 5 Skills Recruiters Need Today (not Licensed - could be possibly defined as CC-BY-NC-ND)(not used - for future resource) - A very interesting video that would have elaborated on the skills recruiter needed.  However, decided not to use at this point in time.

      Not purple squirrel clip art CC-BY-NC

      Haun, Lance (January 14, 2013). "Don't Hire the Perfect Candidate"Harvard Business Review. Retrieved 2019-11-08.CC-BY-NC-ND

      Next Generation Recruitment, (2015). The Cost Of A Bad Hire Retrieved from https://www.youtube.com/watch?v=0WIujg9yIfg Attribution and License BY-NC-ND

      Purple Squirrel CC-BY
      Not a "Purple Squirrel."

      Recruiting the "Ideal Candidate" is what every recruiter intends to achieve at the start of the recruitment process. However, the candidate hired can have both a negative and positive impact on the organization.  Positive impact if the candidate is, in fact, the "right fit" and negative if the candidate chosen is the wrong one for the job.

      Throughout the hiring process, it is essential that the recruiter isn't chasing after what is referred to as the elusive "purple squirrel."  The "purple squirrel" is the perfect candidate that checks all the boxes, including education, experience and skills. As you can see above, it is tough to find a "purple squirrel." In a recruiter's quest to hire the elusive "purple squirrel," an "ideal candidate" can be overlooked. The "ideal candidate" is an individual who, with time, could become your "purple squirrel."

      Lance Haun (2013), in the article "Don't Hire the Perfect Candidate,"  provides some great reasons why not to go after the elusive "purple squirrel."  Take the time to read this and reflect if you have looked over some ideal candidates in your quest to obtain that "purple squirrel."

      Recruiting the ideal candidate provides the company with resulting great benefits. Benefits include but are not limited to:

      • Increase Productivity and Morale with old employees and the current new hire.
      • ROI (Return on Investment) for the company that has invested both time and money throughout the recruitment process.
      • Foster and increase engagement 

      All these benefits aid and indirectly increase and impact the Company' s bottom line positively.  With that been said, it is imperative to keep in mind the resulting negative impact; a bad hire can cause.  From impacting the company's bottom line to reducing fellow employees' morale, a bad hire can be far-reaching.  The monetary cost and invested time is also a considerable impact and loss from a "bad hire."

      Watch the video below to see "The Cost of a Bad Hire" has on an organization.

       

      The Cost of a Bad Hire.

       

      To ensure that the "ideal candidate" is hired, it is important that the recruiter is highly skilled.  What are these skills you may ask?  Activity 2 will provide you with the opportunity to think about skills a recruiter should have. 

      Activity 2.

      Watch the video below and keep the following questions in mind as you watch.

      • Do you agree with the video "How to Improve The Candidate Experience to Attract Top Talent?" 
      • Are there vital skills that a recruiter should possess to enhance the Candidate Experience?
      • What do you currently do as a recruiter that is negatively impacting your company and the company's bottom line in your recruitment process?
      • How can you enhance the Candidate Experience in your current recruitment process?

      The Recruitment Process.

      The Recruitment Process and how each aligns to strategy is discussed in detail with the use of both the text and video to provide additional information on the recruitment process. The use of the activity at the end of the module provides the opportunity to gauge information learnt.

      Using Intake Meeting, Job Posting, Interview Process, and Selection to discuss the recruitment process.  The use of the "5 Surefire Signs of a Bad Hire" video is to give a visual representation of what "bad" looks like and the impact of the resulting hire.

      References & Images used Attributions and License

      TheExecuSearchGroup, (2018). 5 Surefire Signs Of A Bad Hire  Retrieved from https://www.youtube.com/watch?v=Qct65c5VHiY  Attribution and Liscensed CC-B Y 3.0

      Hired ClipArt CC-BY-NC

      CC LICENSED CONTENT, SHARED PREVIOUSLY

       

      ClipArt hired - CC-BY-NC

       

      The Recruitment process needs to be aligned with the company's strategic plan. The alignment of the strategic plan and process will result in better candidate selection in the long hall. The Intake Meeting, Job Postings, Interview Process and Selection are all necessary parts of the recruitment process.

      • Intake Meeting provides the recruiter with the opportunity to connect with the manager to discuss the staffing plan for the role and to confirm that any job analysis done prior is accurate and still valid. 
      • Job Posting and current job description are essential to the recruitment process as having the right job posting facilitate in targeting a specific pool of applicants.
      • Interview Process requires looking at the best recruitment strategy for the position and implement that strategy will result in the desired outcome of hiring the ideal candidate for the role.
      • Selection by following the recruitment process the end result should be that of a good hire.  Watch the video below "5 Surefire Signs of a Bad Hire" for what to look out for during the selection process.

      Read "The Recruitment Process" and complete the mini quiz at the end for a detailed overview of the recruitment process.

      Note the above reading material Attribution and License

      CC Licensed Content, Shared Previously

       

      Video is Licensed under Creative Commons Attribution: CC-BY 3.0

      Conclusion

      CC-BY - Jobs Clipart

      You have come to the end of the module and have learnt and refresh your skills on strategies and processes as it relates to recruitment.  The implementation of the skills learned and information gained or reviewed will assist in the hiring of the ideal candidate and in so doing you may arrive at the "purple squirrel."

      References, Attribution and Licenses.

      CC LICENSED CONTENT, SHARED PREVIOUSLY

      Haun, Lance (2013). "Don't Hire the Perfect Candidate"Harvard Business Review. Retrieved 2019-11-08. ATtribution and Licensed CC-BY-NC-ND

      TheExecuSearch Group, (2016).  How To Improve The Candidate Experience To Attract Top Talent  Retrieved from https://www.youtube.com/watch?v=-UXx87a6X4c Attribution and Licensed CC-BY 3.0

      TheExecuSearchGroup, (2018). 5 Surefire Signs Of A Bad Hire  Retrieved from https://www.youtube.com/watch?v=Qct65c5VHiY  Attribution and Licensed CC-BY 3.0

      TheExecuSearch Group, (2016).  How To Improve The Candidate Experience To Attract Top Talent  Retrieved from https://www.youtube.com/watch?v=-UXx87a6X4c CC-BY 3.0

      TheExecuSearchGroup, (2019) 4 Recruitment Strategies to Help You Succeed in a Candidate-Driven Market  (Web Video). Retrieved from https://www.youtube.com/watch?v=PQdcimhPo3U Attribution and License CC-BY 3.0

      Next Generation Recruitment, (2015). The Cost Of A Bad Hire Retrieved from https://www.youtube.com/watch?v=0WIujg9yIfg Attribution and License CC-BY-NC-ND