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10 Steps You Must Take for a Proactive Recruiting Program

Wednesday, June 20, 2018

Are your recruiting efforts primarily reactive, and not delivering the quality and quantity of candidates your company needs? This is a common problem affecting organizations as they experience the current skilled talent shortage faced throughout the country.  According to a study by Deloitte and the Manufacturing Institute, between 2015 and 2025, the U.S. manufacturing sector will not be able to fill 2 million of their nearly 3.5 million projected open positions due to the skills gap. Coupled with the fact that the unemployment rate is at a 10-year low, the solution is a more proactive, targeted, and digitally engaged recruiting strategy.

Mike Starich, CEO of Orion Talent, along with Mike Brown, Vice President of Talent Acquisition, Americas Region, for Siemens USA, gave a talk last month at the IndustryWeek Manufacturing & Technology Conference & Expo in Raleigh, North Carolina on this topic.

With about 1,500 highly technical open positions on any given day, Siemens developed a newly revamped workforce program to recruit and retain skilled talent and support growth over the next decade. The company decided to proactively compete for the skilled talent they needed to keep their 60 manufacturing sites running. They teamed up with Orion Talent and developed the Siemens Military Talent Program and found that targeting talent within a skilled work population has been key in helping Siemens bridge the manufacturing talent gap.

Starich has developed ten strategies companies must use to turn a reactive recruiting program into a proactive and aggressive one, ready to attract and employ the best talent available.

1. Align Human Resources, Talent Acquisition, and Hiring Managers on hiring the best and on the realities of the talent market today.

2. Identify key positions and what those types of employees value.

3. Create an Employee Value Proposition (EVP) based on #2. (Read more: TA Trendsetters: HR’s Role in Productivity and Branding, with Katy Theroux of NCI Building Systems)

4. Make the EVP real (e.g. market wages, benefits, culture, etc.)

5. Optimize Talent Acquisition model based on the needs of your organization. (Read more: TA Trendsetters: Efficiency & Engagement in Talent Acquisition, with Malaika Kattke, Human Resources Director, Corporate and Field Operations at QAD.)

6. Digitally brand your EVP to the targeted markets.

7. Broaden your candidate talent pools for sourcing.  (If you aren't yet hiring Veterans, learn more about hiring from this talent pool here: TA Trendsetters: The Business Case for Military Hiring, with Mary Collins of S&C Electric Company.)

8. Adopt new HR/TA technology that makes sense. (More on this: TA Trendsetters: Look Out! Disruption and the Future Ahead, with David Pollard of PredictiveHR)

9. Optimize your sourcing channels.

10. Train TA and HR on the tools, the EVP and how to win the best.

While these ten steps take strategic implementation, team effort, and creative thinking, they can lead to a robust candidate pipeline, immune to the effect of a skills shortage.

You can get a copy of Mike Starich’s full presentation on how Siemens implemented these steps here and view our full library of TA Trendsetters issues, which explore how industry experts are boosting productivity, precision, and predictability.

And don't forget to download our 10 Steps You Must Take for a Proactive Recruiting Program Infographic here and use Mike's tips as a blueprint for recruiting success!

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