Your company has finally approved the position that has been so desperately needed on your team. Now it’s time to find the perfect candidate. But where do you start?
Duffy Group Inc. uses a little-known but highly effective process called Recruitment Research. Part research and part sales, Recruitment Research hunts for viable candidates not only based on skillset but their ability to fit into the company’s culture, too.
Recruitment Research employs a multi-pronged approach that begins by creating a sound sourcing strategy with in-depth research on the hiring company and the position at hand and ends by serving up the best three to five candidates for interviews.
In between, there are some important steps that should not be overlooked. One of these is name generation. This fundamental strategy enables recruiters to identify candidates whose background and experience align with the requirements of the job. Think of it as Prince Charming finding the princess who is the perfect fit for the glass slipper.
If that sounds like a tall order, it is. It’s why some hiring managers buy potential candidate names and others turn to social media and Internet job boards as go-to sources for unearthing talent. In the digital age, the latter isn’t a bad thing; tools like LinkedIn deliver a database with thousands of resumes and can serve as an effective point of connection. But limiting the process to the Internet has limitations, too. Among them is the fact that most other recruiters and hiring managers are fishing in the same pond.