Find & Engage: Combining “art & science” for better hiring results
Candidates want to find their next career move through people they know, so employers need to build relationships even when
not actively hiring. The opportunity of Find & Engage is in combining the art of relationship building and recruitment expertise,
with the science of today’s technology such as automated nurturing programs and social media to build relationships with a
large pool of potential candidates.
Find & Engage: Combining “art & science” for better hiring results
Candidates want to find their next career move through people they know, so employers need to build relationships even when
not actively hiring. The opportunity of Find & Engage is in combining the art of relationship building and recruitment expertise,
with the science of today’s technology such as automated nurturing programs and social media to build relationships with a
large pool of potential candidates.
Find & Engage: Combining “art & science” for better hiring results
Candidates want to find their next career move through people they know, so employers need to build relationships even when
not actively hiring. The opportunity of Find & Engage is in combining the art of relationship building and recruitment expertise,
with the science of today’s technology such as automated nurturing programs and social media to build relationships with a
large pool of potential candidates.
The Find & Engage model of hiring replaces the
traditional “advertise and apply” model.
HIRING TRANSFORMED
CONNECTING wITH TAlENT IN AN
EvOlvING RECRuITMENT MARkET
Find
Find
Connect with potential candidates to bring them into your network
Connect with potential candidates
Connect with potential candidates to bring them into your network
Connect with potential candidates to bring them into your network
hays.ca
Find
Engage
Engage
Continually build trusted relationships with candidates through
Continually build trusted relationships with candidates through
Build trusted relationships
Engage
relevant value-add content and regular communication
relevant value-add content and regular communication
Continually build trusted relationships with candidates through
relevant value-add content and regular communication
Use screening best practices
For starters, job boards are affordable and accessible, so it’s not
surprising that businesses continue to use them. But, when only
17 per cent of job seekers expect to get their next job through a
job board, it’s abundantly clear that employers need to challenge
themselves to think beyond this tactic. Consider that three-quarters
of Canadians say they expect to land their next job
through a relationship-based process such as networking, head-hunting,
referral or recruiter. Job boards may be cost-effective in
the short term, but there are long-term expenses associated with
this quick and easy shortcut. Smart employers know this and have
embraced new methods and technologies that are proving very
effective in today’s hyper-competitive job market.
WHAT ARE THESE SMART EMPLOYERS DOING?
#1 BUILDING A “TALENT PIPELINE”
You wouldn’t run a marathon without training. Why would you
enter a race for talent without warming up first? Finding the best
people for your company means looking and engaging – even
when you aren’t in hiring mode. Historically, this was done on a
one-to-one basis, but now social media and other tools can help
a company build trusted relationships with large groups of poten-tial
candidates on an ongoing basis. Tailored messaging is key and
providing the right content to the right people results in greater
engagement and interest when you have roles to fill.
#2 PROACTIVELY CONNECTING WITH CANDIDATES
To find the best person for your open position, you need to put
the “relations” back into HR. Most Canadians expect to get their
next job through a relationship, but only half of hiring manag-ers
proactively connect with candidates. Success isn’t just about
showing up. You need to do the work and the single most powerful
resource at your disposal is your people. By establishing relation-ships
and maintaining a network of potential talent, you ensure
that you have an engaged talent pool to tap into when you are hir-ing.
This can be accomplished internally or through a recruitment
service and is part of that all-important “stitch in time” attitude
you need to make the core of your company’s approach to hiring.
#3 INCREASING SUCCESS WITH TECHNOLOGY
Technology plays an ever-increasing role in connecting with
people and yet the adoption of updated tech is still the most over-looked
method for making your recruitment process cheaper,
faster and more effective. The best companies see technology as
a tool for sourcing, direct engagement and intelligent screening.
Those industry leaders aren’t buying tech for tech’s sake – they’re
investing in updated hiring technologies as a form of problem solv-ing
and improving efficiency. You need to be doing the same or risk
being left behind.
#4 REACHING THE RIGHT PEOPLE
Most employers rely first on general job boards and wait for
employees to come to them. Job boards are quick and can be
affordable, but we know that’s not where the high-quality can-didates
come from. Expanding your approach to new sourcing
channels and tools may take more effort, but it will give you
better results. Employers say the best candidates come from
referrals and their internal or external recruiters. Diversify hiring
searches by reaching out to recruiters, advertising with member-ship
associations in your field and navigating niche job boards
rather than just the general boards who won’t give you the expert
staff you need.
In the current booming economy, pairing new technology with
human interaction and proactive candidate sourcing is the best
way to make your business competitive. Your next hire wants you
to come to them, and with the wealth of job choice in this climate,
they are going to go with who finds them first and offers them the
best option. Make sure that’s you. n
Rowan O’Grady is the president of Hays Canada.
recruitment
CANADIANS HAVE
CHANGED THE WAY
THAT THEY EXPECT TO
FIND THEIR NEXT JOB,
BUT BUSINESSES ARE
STUCK IN THE PAST.
@
2018 Hays | 13
The Find & Engage model
High quality
hires
@
Match
Choose from high quality candidates and use
tech screening tools for better hiring decisions
Art & science combined
Expert recruitment
knowledge combined
with the latest
technology improves
efficiency and accuracy
throughout the process.
Source: Hays 2018 Hiring Transformed Report – bitl.ly/Report-HT
2018 Hays | 13
The Find & Engage model
High quality
hires
@
Match
Choose from high quality candidates and use
tech screening tools for better hiring decisions
Art & science combined
Expert recruitment
knowledge combined
with the latest
technology improves
efficiency and accuracy
throughout the process.
High quality hires
2018 Hays | 13
The Find & Engage model
High quality
hires
@
Match
Choose from high quality candidates and use
tech screening tools for better hiring decisions
Art & science combined
Expert recruitment
knowledge combined
with the latest
technology improves
efficiency and accuracy
throughout the process.
Art & science combined
Expert recruitment
knowledge + latest
technology
40 ❚ AUGUST 2018 ❚ HR PROFESSIONAL
/Report-HT
/hays.ca