How Growing Companies Can Compete for Talent like the Big Guys

How Growing Companies Can Compete for Talent like the Big GuysHow Growing Companies Can Compete for Talent like the Big GuysHow Growing Companies Can Compete for Talent like the Big Guys RecruitingLarge organizations are often tasked with making thousands of hires a year and often require a team of recruiters.Fortunately, smaller companies can make use of some of the same tools these recruiters use to find talent. In fact, some of the best recruiters I have dealt with in my decade-long recruiting career have also been the hiring manager. Yes, you read that correctly.Hiring managers can find their own candidates. Thats not surprising. After all, successful recruiting still comes down to one thing differentiating need from want. It takes time to separate the nice to haves from the must haves, but its time well spent.Doing so will help you construct a solid job descriptionand enable you to actively search for resumes that match your requirements. But before you sprint out and purchase a bunch of job postings and a resume license, lets walk through the differentiation process. It comes down to three components1) The MissionDefining the mission will help you create a parteiea of the hire you need. Ask yourselfWhat is the essence of the role?What is the gap we need to fill?What will our new hire contribute?The mission allows you to articulate to yourself (as well as to the market) the reason you need to hire.2) Job OutcomesOutcomes help you understand and market what the new hire will need to doWhat metrics and KPIs will define success for the role?How will those be defined in the first 30 days on the job? The first 90 days?What company goals will the role support?3) Job CompetenciesCompetencies are about more than job skills.Behaviorally, its best to look at your organization to understand the type of personalities and behaviors you need on your team, as well as the behaviors you need in this role.Take an objective look at your company culture. Then ask yourself wha t youre trying to build, your values and vision and how you see this person fitting in.Next, differentiate the jobs must haves from the nice to haves skills. Focus on the former in your resume review the nice to have skills can be explored in the interview.OK thats itYouve now defined the jobs mission, outcomes and competencies. Now you can incorporate your findings into thejob ad and in your resume search parameters. Writing the Job DescriptionRather than organize the job description as bullet points, write a readable job ad that sells a product. In this case, the product includesYour organizationThe mission of the positionWhat a successful employee will look like in 3 to 6 monthsWhat the culture isWhat kind of behavior you are looking forOK you can include a few bullet points about the core competencies. But try to keep your bullet points and requirements to a minimumKeywordsare equally important. Look at the keywords that larger company ads use in similar jobs. Incorporate these keywords into your description to help your job rank in search and reach your target audience.Match Must Haves with ResumesNow, for the second part of your recruiting punch resume search. Rather than wait for the right candidates to apply to your job, you can proactively search for candidates who match the job by using resume search. The key is using semantic search technology.Once the domain of big companies, semantic search has changing search into match. Its advanced to the point where anyone can use it to find the right candidate.Semantic search now gives everyone the ability to enter their terminology tosearch resumesbased on specific andself-selectedkeywords and industrycriteria, such as location, skills, education, and diversity, to name just a few. Now, go forth and empower your recruitingAuthor BioMatt Doucette serves as the Global Head of Talent Acquisitions at Monster. In this capacity he oversees the companys recruitment delivery and operations initiatives, supporting all departmental functions, from sales to technology. Additionally, Matt leads management efforts for advanced development of strategic recruitment initiatives, recruitment delivery, talent success and talent strategy.Prior to joining Monster, Matt served as a Recruiter for Allscripts, helping to improve recruitment delivery across multiple functions and also acted as a compliance expert for the Talent Team.Matt is a proud veteran and served in the United States Marine Corps as an Infantryman where he held responsibilities with small unit leadership. He credits his leadership and teamwork experiences during this time as the foundation of his career success.