Learn the strategies needed to recruit for hard to fill positions.
Many companies try to fit the same recruiting process to every position. Suddenly the time to fill gets longer and longer with one or more positions. If the company expects different results, shouldn't they try a different variation of their process? This topic helps those responsible for recruitment recognize when a position, sometimes called a purple squirrel by third-party recruiters, needs a little different attention. This hard to fill position requires a different strategy to source, recruit, and hire the purple squirrel. Included in this information are different ways to source for this type of position; and best practices to deliver the best candidate.
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Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
What Metric Does Your Company Use to Define Hard to Fill Positions?
- Position Examination
- Potential Impacts to Business
- Time to Fill
How to Prepare Sourcing for Hard to Fill Positions
- Job Description
- Candidate Upsides
- Value Proposition
Best Ways to Source for the Best Candidates Using Post and Pray Model
- Corporate Website
- Internet Job Postings
- College Campus Postings
Better Ways to Source Best Candidates
- Direct Sourcing
- Networking
- Conferences
- Books
- Networking (Again)
- Go Where the Best Candidates Go Both Online and in Person
- Networking (Yet Again)
Determining Proper Offer
- It's Not All About the Salary
- Extending the Offer
- Counter Offer Discussion
- Close Candidate
Handling the Counter Offer
- Talk About Reasons Companies Make Counter Offers
- Talk About What Company Officials Say Prior to a Counter Offer
- Ask the Candidate's Feelings (Making a Move Is Emotional, Not Rational)
Onboarding the Best Candidate
- Welcome Them Sincerely
- Remind Them Why Choice Was a Good One
- Demonstrate That It Was a Good Move
- Protect Them From Submariners
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Course
This course was last revised on December 10, 2020.
Call 1-866-352-9540 for further credit information.
- ASA 1.5
- This program may qualify for 1.5 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]. Please retain proof of attendance in the event your CE record is audited.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
Bill Humbert
RecruiterGuy.com
- Owner, RecruiterGuy.com
- One of the rare individuals who is an active recruiter for more than 39 years and an active Sr. Career Transition Consultant
- Speaks to audiences on both sides of the desk, recruiters and candidates; he is the candidate whisperer, and he knows and understands the predicaments each side faces
- Recognized as an expert in both talent acquisition and career transition, he has 111 live television interviews; has been quoted in the NY Times and internationally in The Province, Vancouver, British Columbia
- Published author of Employee 5.0: Secrets Of A Successful Job Search In the New World (his second book) and has signed a publishing contract for writing a series of books titled the RecruiterGuy.com Series; the co-author of the white paper (with Cyndy Trivella), The Positive Aspects of Diversity Hiring free download available - https://www.aps2k.com/diversity-ebook/
- Recognized as a professional speaker with the National Speakers Association - https://www.espeakers.com/marketplace/v3#/ profile/23767?resumeSearch=0
- Over the past year he has presented more than 23 webinars for four different webinar companies on assorted recruitment-related topics; he has spoken at regional SHRM Conferences in Illinois and Utah
- An enthusiastic speaker who entertains audiences while helping them improve their skills
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Why Lorman?
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