Speed Networking -Great Wolf Lodge
February 14
Speed Networking at the Great Wolf Lodge. Please arrive by 2:45 - RSVP by calling Donna Martin at Read on
Verena at the Reserve is hosting a “Swinging Valentine’s Dance Party”
February 17 - February 17
On Friday, February 17th from 6 to 8 p.m. Verena at the Reserve is hosting a “Swinging Valentine’s Read on
Greater Williamsburg Chamber & Tourism Alliance - Annual Dinner Dance
February 18 - February 18
Saturday February 18th , 6:30pm Reception, 7:30pm dinner - Annual Dinner - Williamsburg Marriott - Read on
Business After Hours @ Sentara Williamsburg Regional Medical Center
February 22
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When employers recruit individuals for employment, they are essentially creating a pool of candidates from which to select qualified candidates who are the best fit for the position. A recent poll done by the Washington Post shows that HR Professionals and Business Owners are looking for recruits in the same places as job seekers yet there is some difference in the perspective of what is most effective.
Although HR professionals and job seekers use similar tactics, almost one half (9 out of 20) of the tactics were rated at significantly different levels of effectiveness. HR professionals found Internet postings, headhunters, newspaper ads, on-line applications, Internet advertising and employment agencies to be significantly more effective recruitment tools than job seekers did. Job seekers found the informal methods of personal con- tact/networking, employee referrals and places of worship significantly more effective than HR professionals did. It may be that HR professionals find methods that are more quantifiable to be more effective, or, because they are more quantifiable, HR is able to determine the effectiveness of the method. Conversely, job seekers may find informal methods to be more effective because they get feedback from these methods that helps to bolster their confidence and give them a positive outlook.
It is interesting to consider why these two perspectives exist. HR is continually trying to measure its effectiveness and is prone to use tactics that historically show results. With the Internet for example, an organization can count the number of "hits" a posting receives or the number of applications it receives in response. Job seekers, by virtue of the fact that they are looking for a job, may seek feedback that is qualitative rather than quantitative. In other words, job seekers want to know that their skills and qualifications are valued and may be of interest to others. Through informal methods, job seekers may get this feedback and consider the method effective regardless of whether or not they actually receive a job offer.
Both employers and job seekers continue to use a variety of methods in their search for candidates and jobs. However, a larger percentage of job seekers use most tactics compared to the percentages of HR professionals using the tactics. Although this in itself is not at all surprising given that the personal stakes for job seekers are likely to be higher than for organizations, some of the gaps were quite interesting.
For example, 49% of HR professionals used on- line applications where as 90% of job seekers used this tactic. Similarly, Internet advertising was by 29% of the HR professionals but 68% of job seekers. Job hotlines were used by 30% of HR
professionals but by 67% of job seekers.
If you have not done so already take a look at your
current recruiting strategy and frequency. Is your current
strategy getting you the end results you need…the right
fit candidates?
If not maybe it is time to consider to take your
recruitment strategy and mix it up!
Read Meg's last article
here.
Centric Solutions, Inc. is in the organizational and strategy business. They assist for-profits, not-for-profits and individuals assess needs and develop creative solutions targeted to meet their unique requirements. Areas they focus on are: Human Resource Management, Safety, Risk Management, Security and Registered Parliamentarian Services.
Meg O. Wagner-Diggs, PHR, the founder and Principle, has 15 years experience working in human resources, safety, security and risk management as a consultant and in corporate human resource management. Meg is a member of the Society for Human Resource Management (SHRM) and serves on the board of Richmond SHRM and Easter Seals Virginia. She is a frequent contributor to the Richmond Times Dispatch and SHRM publications.
Meg can be reached at mwagner-diggs@centricsolutions4u.com.