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Part - VI
6. Frame the soft skill with some hard metrics. Recruiting is often considered a soft skill in part because it has to do with people and because there's art as well as science involved. With budgets under scrutiny and the emphasis on return on investment, recruiting needs to deliver a payback to the organization. Employ some metrics to quantify your recruiting results, such as average cost per hire (including only direct costs or including allocated indirect costs), time to fill, time to start, the interview-to-offer ratio, the interview-to-hire ratio, offer rate, and the yield on offers.
7. Forget PR. Focus on ideas, and convey your key messages. PR has lost its allure as students are suspicious of company spin doctoring. Rather than PR, position yourself against your competition by developing and conveying key messages and ideas about your organization and opportunities. What do you stand for? What are your values and your culture? Who are the people who lead the organization and make up your workforce? How do you make money? Why are you different, and why will you succeed? Your total package - of words and actions - should reinforce your key messages and communication strategy.
8. Create a feedback loop. Be relentless in your pursuit of how you are doing, particularly how you can improve. Initiate 360-degree feedback on what is working, what is not, what your most formidable competitors are doing, what your reputation is in the marketplace, etc. Surveys, exit interviews, quick e-mails or phone calls can be effective for candidates who you wanted to say yes, but said no; new hires; school administrators/faculty; recruiting team members; and hiring managers.
9. Be aware of best practices and worst mistakes. In brief, this is a synthesis from working with hundreds of organizations and recruiters over the years.
Best practices are: -
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* Sherrie Gong Taguchi was the VP of Univ. for Recruiting at Bank of America and director of Corp. HR responsible for staffing, exec. dev., and reorganizations at Dole Packaged Foods and Mervyn's Deptt Stores. She has also served as the asstt dean at the Stanford Graduate School of Business where she headed the Career Mgmt Center and Mgmt Communication Program. Her two popular books - Hiring the Best and Brightest & The Ultimate Guide to Getting the Career You Want and What to Do Once You Have - are helping thousands of job seekers and career changers worldwide - whether just out of school or at the executive level.
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