Innovative Recruiting Tact's.

The top CEO's and Boss's has been facing lit of issues right from personnel to business issues .Right from hiring top talent to retaining ,training an mentor them are among their headache causes which Impacts Talent Executives and the business too.

1. Whether you’re a brand-new recruiter or a battle-tested veteran, the fact that you are “identifying people with the right skills at the right place at the right time” means your work is absolutely critical.
2. Take Hard look at Data, CV's and Skills: People often talk about how important it is to know your business. But for HR leaders, that means something beyond understanding profit and loss; it means analyzing “the information that you have available to you Deloitte found five factors correlated with success at the firm, including no typos on their resume, the ability to work productively with vague instruction, and — who would have guessed? — prior experience selling either real estate or cars. The data also showed that three factors that had no correlation with success were high GPAs, glowing references, and where employees went to school. “What are the success factors common for people who are successful in the key roles that you hire for?” What are the factors that may be predictive of people who are a good fit or of people who may bail out early? because the answers to these questions are the keys to your success.

Think Beyond - Way beyond Role and Your Department: Its very easy to think of recruiting ,recruiting cause that's what we do all our hour's.Thinking about the biggest problems that the business faces and how recruiting talent acquisition and human resources can help deliver upon those?” that many people claim to be a strategic recruiter or a strategic HR leader. But what does that mean? “Strategic people in the business,” , “think about the business needs first. "Don't play small, make sure tactics and strategies are unparalleled. Challenging yourself and your team to focus on the business’s top-level strategic goals — increasing revenue, for example, or improving output or shareholder value — and thinking about what you can do differently to reach those goals. Looking at the business with that kind of “10x mindset” forces you to think bigger about your department’s approach.

Grab 10 mins with your leaders :One of the best ways to get to know your business on a deeper level is to spend time with its leaders. Start by requesting a quick meeting with the functional heads of each department in your organization. In a 100,000-employee company, Jennifer said, it may be tough to get time with the top leaders, but aim to meet with the highest-level managers possible. Even a 10-minute chat can give you valuable insights. The odds are that some, if not all, of those challenges will be employee-related — not having enough people, not having the right people, or not having the proper training tools. You are in a position to help with that; go back to your team and  to bring back to your leaders. By doing so, “you are focused strategically on solving business problems and you are building great relationships with your peers and the leaders in your organization at the same time.”

And in the long run, she said, “To quote the great Zig Ziglar — if you help enough people get what they want, you will get what you want.”

Be a change-maker rather than a note-taker and Expand your World:Being a change-maker in your organization is all about the relationships you build and the influence you exert. “Do you have the voice,” “and are they listening to you — that’s all that matters. It’s not your title, it’s not your position on the organization chart. It’s are you able to help people solve business problems.”

Sitting down with department heads and helping solve their problems, as mentioned above, goes a long way toward building influence. You can also make yourself indispensable to the organization by being unafraid. CEOs, tell again and again that they want HR and TA leaders who don’t just react but, she said, “have courage . . . who come to the table with their ideas.” 

So rather than sitting back and taking notes in meetings, do your homework first and then come armed with data and ideas for new ways of doing things. And be open to other people’s ideas and willing to negotiate to find the best path forward. “We’re often seen as the people who are the business prevention unit,” Jennifer said, “rather than the people who are throwing out ideas and getting dirty. When you are able to put an idea out on the table and allow people to attack it like it’s red meat . . . that’s the best way for your idea to get better.”

To become a more innovative recruiter, grab a book. Plug into a podcast. Invite someone new to coffee. Take a class. Be curious and do things that expand your mindset.

Curiosity among employees as a whole has been linked to better business performance. “Leaders are readers,” And you don’t need to be reading industry books. “Read Harry Potter,” my Suggestion “read books about romance, read books in general because there are studies that have been done that show you become a better communicator.”

Expanding your professional network in intentional ways can also help give you fresh perspectives. “You’re probably some of the most connected people out there,” “whether it’s on LinkedIn or in your community or in your company. But how many of those people do you actually really get to know?” 

For example :when you attend a conference you make the effort to get to know and stay in touch with new people. They can all open you up to different ways of looking at challenges, and your role as a talent manager. 

Final thoughts: You can transform ‘disruption’ from a buzzword into a reality

The business world has recently seen an eruption of disruption. The word disruption is quite buzzy — and also fuzzy.

“To me,” “disruption means you’re not satisfied with the status quo, even if the status quo is that things are fine. In fact, if things are fine, that’s the best time to be thinking about how you can take it to the next level.”

it doesn’t matter if your company is a 10-person startup or an industry behemoth, it is ready for people who are determined, curious, innovative — and, yes, disruptive — to elevate it.

“I hope that in the future of HR,” “that you are one of the most disruptive and highly influential people in your organization. Because we already know you’re one of the most important.”