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We have moved to Wordpress! Posted by Jason Links to this post The Recruiting Front Lines has evolved. At the beginning of the year, I changed jobs within my company, moving away from Outreach and Education, and into my new role as Director of Business Development. While I remain closely involved with our field activity, I am now more focused on strategic partnerships, social media, and the world of internet recruitment resources. As I have made this change, the focus of my blog content has also changed. Recently, I began to feel that many of the ideas I had for blog posts would not fit within the framework of The Recruiting Front Lines. This was a cause of some frustration, as I felt that I was either misrepresenting my content with the title of my blog, or that I was stifling my writing because I felt it didn't fit. To rectify this situation, I have created a new blog home, now on WordPress. I am still ironing out the wrinkles, but feel that it is far enough along that I can move all my past content, and begin posting all new content, at the new address. I would like to formally welcome everyone to come check out my new home at jasonblais.com. I can't wait to hear what you think! Best Regards, and Thank you for your time and attention over the past 18 months. Jason

Apr 29, 2009

Attracting the Best Candidates for Every Position Every Time.

Winning the War for Talent
Employer career fair tips for attracting the very best candidates every time for every position in your company.

The following tips have been culled from literally thousands of conversations with job seekers at career events. If you are serious about attracting and engaging the very best candidates, be sure to discuss and promote the following items.


Information about the mission and history of the company
  • Provide job seekers with a short history of your organization, highlighting important dates, changes in ownership, and any plans for growth or expansion.
  • Share the mission statement of your organization, then provide examples of how that mission statement "lives" in your daily activities and culture.

Organizational Structure and Career Advancement
  • How is your department structured?
  • How many supervisors are there, how many managers?
  • How does your department fit into the organization as a whole?
  • What opportunities for advancement exist? (Be prepared to share an example of someone who has moved up within the company)

Detailed Job/Department Description
  • If you are able, share a brief "day in the life" schedule for your department to give candidates a better idea of what it will be like to work for you.

Summary of Traditional Benefits
  • Be prepared to share a list of traditional benefits that you offer (broken down by FT, PT, and Seasonal employment if relevant).
  • Be as specific as possible regarding amount of paid time off, enrollment periods, and employee costs of benefits.
  • This is best provided as a one-sheet take away, and the presenter should have a good knowledge of these issues if questioned.

Perks (non-traditional benefits)
  • Aside from traditional benefits, discuss the perks you offer such as free meal with 8-hour shift, uniform service, flexible scheduling, paid overtime, etc.

Training
  • How much training is provided?
  • How is it structured? (job shadowing, supervisor led, ongoing, etc.)

Structure for Performance Reviews and Pay Raises
  • If you have a formalized process for performance reviews and pay raises, be prepared to share this. You want to attract and hire the very best people available. The very best people want to work for a company that will recognize and reward them for their effort. This is a very important piece to discuss, and the most often overlooked.

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