Manager's Pocket Guide to Recruiting the Workforce of the Future, Thr

Views: 435
Ratings: (0)

The Manager's Pocket Guide to Recruiting the Workforce of the Future will show employers faced with a lean, post-downsizing organization in the midst of a tight labor market, how to develop and implement hiring solutions. Employers should no longer recruit for the long term, but to get the job done today, tomorrow, and next week. The key to continued success for companies now is the ability to adapt rapidly to new circumstances. Staffing may have to expand quickly in one skill area, or contract quickly in another;or do both at the same time. Strategies for staffing must therefore be geared to this reality. The best practices outlined in this pocket guide are presented as keys and processes supplemented by worksheets and checklists intended to give your organization the advantage when it comes time to quickly and effectively bring in the talent you need.

List price: $14.95

Your Price: $11.96

You Save: 20%

 

5 Slices

Format Buy Remix

Profiling the Employee Of the Future

PDF

Recruiting the Workforce of the Future

In the new economy, the people who are in greatest demand—flexible, adaptable, information-savvy, technoliterate, rapid-learning, innovative and independent entrepreneurs—are also the least likely to be attached to the old-fashioned, long-term career path. So it is a mistake to look for employees who want to follow the old protocol: going to work every day in the same building during the same hours to do the same tasks in the same position with the same responsibility in the same chain of command.

Strict adherence to the job description, obedience to authority, and loyalty to the organization are no longer the most valuable traits in employees.

In fact, these traits may well undermine the critical thinking, personal initiative, and ad hoc team building that is so essential for success in today’s rapidly changing workplace.

THE KEY

In the workplace of the future, it is critical to discard obsolete recruiting and hiring criteria. The only thing that matters is this: Can the person get the work done—accomplish the results you need—quickly and at a high level of quality? Profiling should be based only on skill and performance criteria.

 

Developing a Compelling Recruiting Message

PDF

Developing a Compelling Recruiting Message 2

6. Personal Credit for Results Achieved

7. A Clear Area of Responsibility

8. The Chance for Creative Expression

Let’s take a closer look at each of these essential factors.

1. Performance-Based Compensation. Those in greatest demand today want to know that their compensation is not limited by any factor other than their own performance. People want to be assured that if they work harder and better they will be rewarded in direct proportion to the value they add. This is much more important to them than the amount of financial compensation they receive, though, of course, that amount must be in line with what is generally available in the marketplace.

2. Flexible Schedules. People want to know that as long as they are meeting goals and deadlines, they will have some control over their own schedules. The more control, the better.

3. Flexible Location. People want to know that as long as they are meeting goals and deadlines, they will have some control over where they work. If working in a particular space in a particular building will be required to any extent,

 

Planning Your Recruiting Campaign

PDF

Recruiting the Workforce of the Future

a sense of urgency and high energy level that any campaign needs to be successful. Many employers even reward their employees with a cash bounty for bringing in new recruits (most require the new recruit to stick around for a period of time before the bounty is paid). While people appreciate the cash rewards, the real value of these efforts is the widespread involvement they generate.

In the midst of today’s fierce talent wars, the most zealous and well-resourced employers are setting up full-time campaign headquarters with full-time staffs and the resources to wage a continuous recruiting effort. Of course, few employers have the resources to devote to a full-scale campaign. In either case, full-scale or not, the basic elements of a campaign are the same and will lead to a more robust applicant pool for your organization.

THE KEY

The goal of any recruiting campaign is quite simple:

Deliver the most compelling message to large concentrations of potential employees in order to draw them into your applicant pool.

 

Selecting For Skill and Performance

PDF

Recruiting the Workforce of the Future

call to schedule the applicant for an initial interview.

If the applicant passed muster, you would call him or her back for an extensive set of interviews with some key decision-makers. Perhaps you would ask for a letter of reference from a previous employer.

In the workplace of today—which is also the workplace of the future—you are not looking for people to join the family and climb the corporate ladder.

Now you need people who bring specific skills to the table and can get up to speed quickly and start making valuable contributions right away. Cover letters and resumes don’t tell you much about a person. Interviews aren’t as reliable as they used to be because so many people are practicing how to give the “right” answers in job interviews—the kind of answers “interviewers want to hear.” And you can’t trust letters of reference because everybody is afraid of getting sued.

THE KEY

Develop a selection process that focuses on skill and performance criteria. Collect as much proof as you can that potential hires have the skills they need to get up to speed quickly and start contributing right away.

 

A Quick Recruiting Review

PDF

List of Major Recruiting Websites

List of Major Recruiting Websites

Accounting & Finance Jobs.... www.accountingjobs.com

Adguide’s College Recruiter

Employment Site..................... www.collegerecruiter.com

Alumni-Network ...................... www.alumni-network.com

American Home Labor

Force....................................... www.netfit.com/employment/

American Jobs ........................ www.americanjobs.com

American Preferred Jobs........ www.preferredjobs.com

America’s Job Bank................ www.jobsearch.org

ArtHire..................................... www.arthire.com

Asian American

Economic Development

Enterprises, Inc....................... www.aaede.org

Atlanta Job Resource

Center ..................................... www.ajrc.com

Best Jobs USA........................ www.bestjobsusa.com

B.F. Services........................... www.bfservs.com

BrassRing.com ....................... www.brassring.com

Canada Centre ....................... www.canadacentre.com

Canada-Wide.......................... www.canada-wide.com

 

Details

Print Book
E-Books
Slices

Format name
PDF (DRM)
Encrypted
true
Sku
9781599967714
Isbn
9781599967714
File size
0 Bytes
Printing
Disabled
Copying
Disabled
Read aloud
No
Format name
PDF
Encrypted
No
Printing
Allowed
Copying
Allowed
Read aloud
Allowed
Sku
In metadata
Isbn
In metadata
File size
In metadata