Red Rover, Red Rover, Calling All "A" Players Over!
New media marketing evangelist Seth Godin’s recent blogpost rings the bell tower to rethink your recruitment process.
The floundering economy has increased applicant flow five or ten times more than usual for some companies; particularly those who recruit for a range of front-line and entry level roles. This is further amplified for those organizations who are in a growing or stable marketplace like health care or consumer staples.
So, how do you find top candidates? The so-called “A” players? The ones who fit; who work hard. Those employees who other employees like to work with and who managers hold onto. There are so many “C” players out there at the moment, and unfortunately amongst the thousands of paper resumes applicants can all look the same.
There is way too high an opportunity cost in having hiring managers and HR departments sift through resumes trying to spot those next quality hires. Without an effective talent management recruitment process and a well configured applicant tracking system, spot screening is an exercise in futility. A solid ATS can cost you as little as a couple hundred dollars per month.
As a matter of fact, our team at MindField Group is currently managing an applicant-to-hire ratio anywhere from 200- to 350-to-1 for our higher volume clients. An incredible shift from the applicant ghost town of 2008.
We’ve had to innovate by creating ‘Smart Screens’ -intelligent electronic applicant screens - and more in-depth phone-based applicant filtering tools to more effectively get through the mass of applicants and forward those great “A” players to hiring managers for interviews.
You want in on these processes? Contact us to find out more.
