Recruiting Culture Scorecard

Corporate recruiting… Is recruiting top talent easier today than over the past few years? Given today’s political season it may be better to ask “are you better off recruiting today than you were seven and a half years ago?”

Have you wondered how your company or organization can better compete for talent with peer firms and competitors? Is it entirely up to you as the hiring manager or to you as the in-house recruiter working with several hiring managers? Is it entirely up to you individuals to identify, attract and recruit talent needed to maintain services and spur revenue growth?

At Gunn & Associates we believe you folks need help. We want you to see your enterprise as an organic and dynamic recruiting machine capable of continuous improvement in four major areas.

1. corporate enterprise
2. recruiting department
3. engagement of hiring manager and recruiter
4. technology

We’ve prepared a 20-question survey that will give you insights into the strengths and weaknesses in these four areas within your recruiting infrastructure. Your gift is a Scorecard of your Recruiting Culture, at least from your individual point of view. All you need is the two minutes to complete our survey and then the courage to view and understand the present state of your recruiting culture mediocrity or your recruiting culture excellence. Ask colleagues to also complete the survey so you have a broader view of your culture.

We start building the Scorecard by analyzing your enterprise. We ask you to evaluate your employee performance in referring new hires hoping for your sake that this program is robust and garnering at least 25% of your new employees. We also ask you to rate the value of your employer brand, hiring manager selection interviewing skills, employment value proposition, communication /public relations support, and the satisfaction of job seekers with the recruitment and on-boarding processes.

Your recruiting department is part two of four in our Scorecard. Does Recruiting have a fair share of headcount and budget within Human Resources? Are your recruiters skilled in sales, relationship, and strategy skills? Is your investment in recruitment advertising building your brand? Does Recruiting effectively deploy internal programs and have they earned the trust and confidence of hiring managers? Our Scorecard will tell you.

Our third area evaluates the thoroughness of your cross-functional business engagement. We ask you to rate cooperation of business unit staff with HR recruiting staff. We also ask you to judge the effectiveness of tracking and reporting of recruiting cycle events; to rate the hiring manager-recruiter teamwork in attracting talent; and to judge the formal appraisal of hiring managers in quality of hire, time-to-fill, and retention results.

The forth and final area of our survey covers technology. Tell us about resume, competencies and skills retrieval; the speed and ease of use of your Applicant Tracking System; the user friendliness and innovation of your career website; and your ability to identify active and passive candidates with your present technology.

Complete our survey now:

http://www.surveymonkey.com/s.aspx?sm=B_2fDAEOxa8zFq5Y7Fq1ukQg_3d_3d

Rating the 20 questions will take you less than two minutes but you will find the results to be priceless!

Also, please bookmark your competitive advantage: http://recruittoretain.blogspot.com And as always, we invite your comments and questions. Cheers, Bill Gunn for G&A

PS: Are you ready for some really good news and encouragement? Then carefully look into AllianceQ and QuietAgent. Start with this link: http://www.allianceq.com/members.asp We’ll write more about this major company alliance and revolutionary technology very soon.

Recruit to Retain

At Gunn & Associates you’ll find a determination to help our clients “Recruit to Retain.” In the days ahead you’ll want to return to these pages to navigate our roadway to rich recruiting results. We’ll share our vision and help you build a recruiting culture within your organization. Our roadway will be designed for speed so consider this blog your toll free Autobahn to gaining competitive advantage when you Recruit to Retain.

The topics that follow are among those you can expect over the next few months:

1. Recruiting Cultures – assessing your organization’s behavior
2. Recruiting Cycle – don’t miss an opportunity to improve performance
3. Quality of Hire – how can high Q be assured?
4. Retention Measurements – an investment in time, not budget
5. Hiring Managers – they need support
6. Business Unit Goals – shared goals with Human Resources/Recruiting
7. Candidates for Employment – these job seekers are the customer
8. Interviews or Conversations?
9. Candidate Assessments – quality meeting summarized for retrieval
10. Competency Assessments – will you ignore core values when hiring?
11. Organizational Awareness – everyone’s a recruiter and always recruiting
12. On-Boarding – view this service as strategic
13. Technology – not just your resume database or applicant tracking system
14. Recruitment Branding – not by accident
15. Top Recruiters – recruiter skills are priceless and worth the investment

Please subscribe to our “Recruit to Retain” blog now and return whenever you need to retrieve an archived copy of our strategy papers. Bookmark your competitive advantage URL now: http://recruittoretain.blogspot.com/

We invite your comments and questions. Happy hunting, Bill Gunn for G&A