Comments on: Recruiting for Retention

By: Michael Long (The Red Recruiter)

Michael Long (The Red Recruiter) — Thu, 01 Oct 2009 07:56:54 +0000

@Meghan – Agreed! Less is often more in that situation. It should be a partnership.
@John – Good man! I bet they really do appreciate that.

By: John

John — Tue, 29 Sep 2009 15:13:24 +0000

Since I’ve made the jump from agency to corporate recruitment I’ve developed a “no sugarcoat” rule. I’m completely transparent with the candidates, sharing with them where they are in the process and what specific number they are in the recruitment/interview process.

Finally, I make sure that I personally call everyone who interviews with us back. These are not the easiest calls to make, but the candidates truly appreciate them.

By: Meghan M. Biro

Meghan M. Biro — Tue, 29 Sep 2009 14:56:27 +0000

Great thoughts Michael. I do not believe overselling (adding sugar) a company’s brand + role serves anybody’s best interest in a strategic + thoughtful recruitment process. Authenticity is very important as you look at the prevalence of retention issues that managers face. Managing client + candidate motivations + expectations is best practice. Everyone involved in the talent acquisition process (recruiters, clients, candidates) should form a unified sourcing + branding process to manage these points appropriately + authentically + creatively.

It’s all about hiring decision-makers strategically forming smart partnerships with the recruitment + branding process. Let’s move away from the idea of one company using multiple recruiters – essentially creating an impersonal vendor concept + making the process of employment branding + positioning a meaningless market competition. I advise company leaders to find one (or a select few depending on the size + hiring needs of the organization) talented recruiter/org/recruitment function and dig in deep to form a win, win strategic business partnership. In this case, less is definitely more!