ABC Guidelines for Successful Recruitment
Every time you have a job opening in your organization, apply as many of the twenty-six “ABC Guidelines for Successful Recruitment” as possible, regardless of the recruitment sources you use:
1. Attractive. Promote your organization as the kind of place employees will want to call their place of work. Highlight your most generous and unique benefits, have employees promote your attributes amongst friends, and publicly pat yourselves on the back for accomplishments.
2. Believable. If what you’re offering sounds too good to be true, repackage your wares. Applicants can’t be bothered tracking down prospective employers to find out if they really do offer more vacation time than any of their competitors or will top any offer received in the past two months.
3. Centered. Identify three to six critical qualities you’re seeking in your employees; clearly communicate and adhere to them in your recruitment efforts.
4. Diligent. Effective recruiting requires a steady and energetic application of effort.
5. Empathetic. Attempt to understand an applicant’s needs and interests in relation to organizational goals in order to strike a balance and find common denominators between the two.
6. Flexible. If you’ve tried one recruitment source and it’s not yielding the kind of results you need, move on to others.
7. Greedy. Tell yourself that your company is entitled to be staffed by the best possible workforce; seek out those candidates that maximally meet your needs.
8. Hip. Stay informed when it comes to the latest developments in recruitment, as well as the sources and techniques your competitors are using.
9. Informative. Anticipate what applicants will want to know about the job and your company and be prepared to tell them, either verbally, in the form of some written material, in a CD-ROM, or on-line.
10. Judicious. Exercise sound judgment when matching candidates with jobs. Avoid decisions ruled by emotion.
11. Knowledgeable. Be thoroughly familiar with the parameters of the job, how it interfaces with other positions, the department, and the company. Also, be aware of how other organizations view this job in terms of responsibility, status, and compensation.
12. Linear. Think in terms of a series of straight lines connecting the applicant, the job, and the company. This will help keep you on track and accomplish your goal of filling an opening as quickly as possible with the most suitable employee.
13. More. Review your current recruitment efforts and think of whether you could be doing more. In fact, take each of the key words in these guidelines and ask yourself if you can be more attractive, more believable, more centered, more diligent, and so on.
14. Notorious. Strive to become the organization everyone talks about. Your goal is to become the company that applicants want to work for, the one that other companies want to imitate.
15. Open-minded. Whether you’re recruiting IT specialists, engineers, or secretaries, view the job from the applicant’s perspective. Ask employees in the classifications you’re trying to fill to identify what’s important to them so you can emphasize those significant aspects to applicants.
16. Persistent. Continue exploring various recruitment sources until you find the right employee. Resist pressure to settle or compromise your standards if you don’t fill an opening right away. Rather, reexamine the sources you’ve chosen, applying the methodology described earlier.
17. Quick. The moment you discover you’re going to have an opening, act on it. Spread the word among employees, run an ad, do whatever you can to spread the word that you have a job to fill.
18. Realistic. It’s one thing to seek out the best possible candidate for a job, yet quite another to hold out for the ideal employee who may only exist on paper or in your mind.
19. Sensible. Carefully determine the best recruitment source based on a number of factors, including the nature of the job and the current job market.
20. Tireless. If you relax your recruitment efforts, chances are another organization will grab the candidate you failed to pursue.
21. Unified. Make certain everyone concerned with the recruiting effort is working toward the same goal. That is, that they are in agreement with regard to the qualities and skills being sought.
22. Vocal. Openly and clearly express the qualities and skills needed in a candidate to agencies or firms assisting your company with a job search.
23. Watchful. Look for signs confirming that the recruitment sources you’re using are producing the kinds of results wanted, and that the candidates coming forth possess needed qualities.
24. Xentigious. I made this word up (the last two syllables rhyme with litigious); it means ‘keep it legal.’
25. Youthful. In order to compete for top performers, especially the scarce but vitally important group of younger workers, be youthful in your thinking and in spirit.
26. Zealous. Applicants are more likely to be interested in becoming part of a company if the recruiters are enthusiastic and appear to genuinely enjoy working there.
Every time you have a job opening in your organization, apply as many of the twenty-six “ABC Guidelines for Successful Recruitment” as possible, regardless of the recruitment sources you use:
1. Attractive. Promote your organization as the kind of place employees will want to call their place of work. Highlight your most generous and unique benefits, have employees promote your attributes amongst friends, and publicly pat yourselves on the back for accomplishments.
2. Believable. If what you’re offering sounds too good to be true, repackage your wares. Applicants can’t be bothered tracking down prospective employers to find out if they really do offer more vacation time than any of their competitors or will top any offer received in the past two months.
3. Centered. Identify three to six critical qualities you’re seeking in your employees; clearly communicate and adhere to them in your recruitment efforts.
4. Diligent. Effective recruiting requires a steady and energetic application of effort.
5. Empathetic. Attempt to understand an applicant’s needs and interests in relation to organizational goals in order to strike a balance and find common denominators between the two.
6. Flexible. If you’ve tried one recruitment source and it’s not yielding the kind of results you need, move on to others.
7. Greedy. Tell yourself that your company is entitled to be staffed by the best possible workforce; seek out those candidates that maximally meet your needs.
8. Hip. Stay informed when it comes to the latest developments in recruitment, as well as the sources and techniques your competitors are using.
9. Informative. Anticipate what applicants will want to know about the job and your company and be prepared to tell them, either verbally, in the form of some written material, in a CD-ROM, or on-line.
10. Judicious. Exercise sound judgment when matching candidates with jobs. Avoid decisions ruled by emotion.
11. Knowledgeable. Be thoroughly familiar with the parameters of the job, how it interfaces with other positions, the department, and the company. Also, be aware of how other organizations view this job in terms of responsibility, status, and compensation.
12. Linear. Think in terms of a series of straight lines connecting the applicant, the job, and the company. This will help keep you on track and accomplish your goal of filling an opening as quickly as possible with the most suitable employee.
13. More. Review your current recruitment efforts and think of whether you could be doing more. In fact, take each of the key words in these guidelines and ask yourself if you can be more attractive, more believable, more centered, more diligent, and so on.
14. Notorious. Strive to become the organization everyone talks about. Your goal is to become the company that applicants want to work for, the one that other companies want to imitate.
15. Open-minded. Whether you’re recruiting IT specialists, engineers, or secretaries, view the job from the applicant’s perspective. Ask employees in the classifications you’re trying to fill to identify what’s important to them so you can emphasize those significant aspects to applicants.
16. Persistent. Continue exploring various recruitment sources until you find the right employee. Resist pressure to settle or compromise your standards if you don’t fill an opening right away. Rather, reexamine the sources you’ve chosen, applying the methodology described earlier.
17. Quick. The moment you discover you’re going to have an opening, act on it. Spread the word among employees, run an ad, do whatever you can to spread the word that you have a job to fill.
18. Realistic. It’s one thing to seek out the best possible candidate for a job, yet quite another to hold out for the ideal employee who may only exist on paper or in your mind.
19. Sensible. Carefully determine the best recruitment source based on a number of factors, including the nature of the job and the current job market.
20. Tireless. If you relax your recruitment efforts, chances are another organization will grab the candidate you failed to pursue.
21. Unified. Make certain everyone concerned with the recruiting effort is working toward the same goal. That is, that they are in agreement with regard to the qualities and skills being sought.
22. Vocal. Openly and clearly express the qualities and skills needed in a candidate to agencies or firms assisting your company with a job search.
23. Watchful. Look for signs confirming that the recruitment sources you’re using are producing the kinds of results wanted, and that the candidates coming forth possess needed qualities.
24. Xentigious. I made this word up (the last two syllables rhyme with litigious); it means ‘keep it legal.’
25. Youthful. In order to compete for top performers, especially the scarce but vitally important group of younger workers, be youthful in your thinking and in spirit.
26. Zealous. Applicants are more likely to be interested in becoming part of a company if the recruiters are enthusiastic and appear to genuinely enjoy working there.
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