Resumo de Find The Talent You Need

Find the Talent You Need
Positive planning

Every workplace is unique. It is important for you to understand and define the values, goals, policies, and practices that describe your organization. If you can
clearly express who you are and what you?re looking for, your recruitment efforts will be more successful because prospective applicants can assess their ?fit? with your needs. Use the unique characteristics of your organization to your advantage and promote them as a selling point in your recruitment efforts. A solid recruitment
plan, careful attention to selection and ongoing commitment to retention mean that you will need to spend less time, energy and money replacing staff.
Good recruitment begins with good planning. Before you get started, ask yourself some important questions. Take the time to find out the answers before you place that ad or post the ?help wanted? sign. The following graphic highlights some of the important topics you need to consider before moving ahead.

Know your organization
? What is your organizational culture (norms, values, traditions)?
? What is your organization?s vision and mission?
? What do you have to offer employees?
? Why would someone want to work in your organization?

Know your hiring needs
? What?s coming up that might create the need to hire new
workers? For example, increased sales or new product lines,
new technology, anticipated turnover.
? Who or what can provide you with this information?
For example, strategic plans, sales reports, records of past
hiring patterns, line managers and others ?in the know.?
? What skills or qualities will benefit your organization?
For example, having staff who speak other languages
represented in your customer base.

Know what you already have
? What skills and abilities do your current employees have?
? What members of your staff might be able to meet
future skills needs, with training and support?
? Could work reorganization or job re-design meet
your needs, rather than hiring?

Know the work
? What are the main tasks?
? Who will the person report to?
? What are the key responsibilities?
? What knowledge, skills and attitudes are required?
? What experience, special skills or qualifications are essential?
? What experience, special skills or qualifications are nice to have?

Know the labour market
? What is the supply and demand of workers ?out there? ?
? What skills are in short supply?
? What companies or industries are you competing
with for labour?
? What?s a competitive salary for this kind of work?

Know your talent sources
As you plan your talent search, be creative. Rather than targeting the
same workers and using the same strategies as everyone else, consider
your options. All of the following populations face barriers to employment
and may have a lot to offer your organization.
Aboriginal people
Immigrants
Older workers
Persons with disabilities
Visible minorities
Youth
Women

Know your options
? What recruitment strategies can you consider?
(Hint: See the Positive Practices section that follows.)
? Which options suit your corporate culture?
? Which options would your staff support? (Ask them.)
? What resources (time, money, people) do you
have to support each option?
Measure and evaluate
This step might be as simple as adding the question ?How did you hear
about us?? to the application form or interview process. Record keeping
using a chart like the following template will help you evaluate the
effectiveness of the strategies you choose in terms of cost, speed or outcomes.
Having the chart ready at the onset of your recruitment campaign
will help you track costs and results from ?day one.?

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