Here's how you can ensure long-term recruiting success with strategic thinking.

Para garantir o sucesso do recrutamento a longo prazo usando pensamento estratégico, é essencial focar na identifica??o e atra??o de talentos alinhados com a cultura organizacional e objetivos de longo prazo da empresa. Isso inclui estabelecer processos de recrutamento eficazes, investir em desenvolvimento e reten??o de talentos, e adaptar continuamente as estratégias de recrutamento às necessidades em evolu??o da organiza??o.

Thoroughly analyzing your organization's current and future needs is the cornerstone of strategic recruiting. By understanding the skills, competencies, and personalities that will propel your company's growth, you lay the foundation for successful talent acquisition. This entails examining industry trends, projecting future talent requirements, and aligning recruitment strategies with business objectives. Strategic recruiting about strategically sourcing and selecting candidates who are not only capable but also aligned with the company's vision and values. By taking a proactive approach to talent acquisition, we ensure that every hire contributes to the overarching goals of the organization and drives sustainable success.

Hace un estudio del presente y futuro de la organización, busca candidatos según dicho resultado. Las necesidades pueden ir cambiando con el pasar del tiempo, por lo que el candidato que selecciones deberá saber adaptarse a ello y mostrarse flexible.

Creating and nurturing a talent pool is key. In my view, this involves more than just nurturing relationships; it requires leveraging data and technology to identify and engage with high-potential candidates continuously.

Developing a talent pool is paramount to being successful as a recruiter. This is much easier to do when you’re a 3rd party recruiter, so how do you utilize this same idea when working internally? Candidates can easily dismiss engaging with you because they know what company you work for and can allow their own bias to eliminate any opportunity to truly introduce them to the benefits of working here. I’ve suggested to clients that building a “newsroom” instead of just a “career page” can be a better way to engage. Create a podcast focused on your industry, develop a monthly newsletter that includes open positions, host events for the industry to attend. Being creative and engaging across various mediums improves the likelihood of engagement

By nurturing relationships with potential candidates even before a position opens, we create a pipeline of talent ready to step in when needed. Engaging with professionals through networking events, social media, and professional forums allows us to cultivate these relationships and keep our organization top-of-mind for top talent. This approach streamlines the hiring process and ensures that we can quickly fill vacancies with individuals who are already familiar with our company culture and excited about the prospect of working here. By investing in relationship-building and maintaining an ongoing dialogue with potential candidates, we strengthen our employer brand and position ourselves as an employer of choice in the eyes of top talent.

Si tu propuesta como organización es interesante, siempre vas a contar con gente dispuesta e interesada en trabajar en tu organización. Usa esta data para generar un talent pipeline.

Las conexiones genuinas que realices antes de tener necesidades de contratación harán que tus procesos sean ágiles. Sin dudas, hacer conexiones basadas en el respeto, en el compartir experiencias, aportar valor y contribuir con colaboraciones puede aportarte a tener una cantidad de talento dispuesto a escuchar tus propuestas. Habla de como tratas a las personas necesites o no talento y cuando nos basamos en valores y principios por lo general todos ganamos.

Your employer brand is the essence of who we are as an organization and what we stand for as an employer. Building our brand is essential in attracting and retaining top talent as it shapes the perception potential candidates have of us as a place to work. To enhance our employer brand, we must showcase our company culture, values, and employee success stories. By telling the USP of workplace environment, the opportunities for growth and development, and the impact our employees make, we create a compelling narrative that resonates with both current and future talent. A strong employer brand not only attracts candidates but also fosters a sense of pride and loyalty among our existing employees.

Genera un proceso de reclutamiento agradable. Deja una buena impresión de la empresa en todo el proceso y sus etapas, ofrece respuesta luego de cada etapa y si puedes, un feedback. De esta forma el candidato se sentirá "valorado" por la empresa, y en un futuro volverá a postular para un cargo que le parezca interesante.

Buenas tardes, mi prioridad es respetarse. Me gustaría pertenecer a vuestro equipo. Con pertura al conocimiento. Saludos

Usa indicadores, KPI, OKR, Si tienes a alguien en tu organización que haga People Analytics pidele datos, de esta forma el match que hagas con el candidato te dará mucha más exactitud y lo podrás fidelizar por más a?os. De esta manera evitas la rotación de personal y el aumento del ROI por procesos de contratación.

Continuous learning is especially important for internal and external Talent Acquisition alike. A component of recruiting that doesn’t exist in other professions, at least not as formally, is that we need to understand our job and profession as well as the job and profession that we are recruiting for. This is why I recommend specializing: become an expert recruiter and an expert in sales or engineering or operations, etc. That way, you’re continuous learning becomes manifold based on your speciality: I’m going to be an expert in recruiting and in the field of “X." You will be more effective at building trust with your clients and candidates, as you’ll speak their language, as well as continuing to improve as a recruiter.