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Competitive Recruiters Poaching Talent?

Competitive Recruiters Poaching Talent?

Carol Morrison | i4cp

December 22, 2009

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“Usually high-level management or other specialized positions,” explains Valérie Nizard, HR Global Product Supply Chain & Group Functions, who coordinates outside search-firm usage. She ensures optimal results for Gruppo Campari by performing a quick analysis when a requisition is made. “We do a quick assessment of a number of things,” Nizard says. “Obviously, how much it would cost to use an outside firm, but also how easy we think it’s going to be to fill it by doing the search ourselves. Based on that assessment, we decide which method will be preferable.”

Relatively few companies say they’re using social media to a large extent for recruiting purposes. But, among those that do, online networking sites seems to be a tool of choice. “Once we’ve found people on LinkedIn who seem to be viable prospects, we contact them,” says Millward Brown’s Akins. “That enables us to avoid time-consuming cold calling.” Although her company doesn’t actively contact competitors’ people, Gruppo Campari’s Nizard says that her recruiters do call “when we want to seek applicants from another industry – the fast-moving consumer goods field, for example. In that case, we will check profiles on LinkedIn. If we find someone we’re interested in, we will contact them directly to see if they’re interested in pursuing anything further.”

i4cp’s 4-Part Recommendation:

1. Carefully weigh the benefits of using your internal recruiting function versus seeking talent through external search firms when vacancies arise. Gruppo Campari’s use of a quick assessment to weigh costs and benefits drives strong decision-making about recruitment.

2. Consider using multiple methods of sourcing candidates in order to meet varied talent needs in your organization. “For a few select and very hard to find roles, we might still contact an outside firm,” says Jaime Elving of PNC, “though as much as possible, we’re relying on our own efforts now.”

3. Evaluate social media, such as LinkedIn, as a support tool for more assertive types of outreach. Companies can look for likely candidates in such venues before they reach out, increasing their likelihood of finding candidates who not only possess the qualifications desired but who also are apt to fit well and succeed within the organizational culture.

4. Don’t forget to measure your results, and make adjustments to your recruiting programs if needed. Go beyond metrics that simply reflect recruiting activity and look at the quality of the hires you’re making. Are people fitting in? Becoming engaged, high-performers? Are they staying? If your answers are “yes,” chances are that you’re making good calls when it comes to your recruitment outreach.



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