What’s Your Plan? Making Passive Candidates, Exceptional Employees

You know the old adage: if you don’t plan to do something . . . there’s a good chance you’re not going to do it. That can be applied to anything, including hiring exceptional candidates to join your company.  If you don’t have a specific plan in place to hire these types of candidates, chances are that you won’t hire them.  Instead, you’ll hire candidates that are less than exceptional.

In our previous blog post, we discussed the importance of making sure that your company’s process for finding, recruiting, assessing, and hiring passive candidates isn’t the same as the process for active job seekers.

Now that you’ve established your process for hiring passive candidates (and that it’s different than your process for active job seekers), it’s time to address the importance of having a workforce plan for implementing that process for the purpose of hiring exceptional people.

When it comes to your workforce plan for implementing your hiring process, here are some important points to keep in mind:

  1. All the critical positions that need to be filled should be identified . . . and there should be criteria used to determine which ones are “critical” and which ones are not.
  2. All critical positions should be filled within six months, at the most.
  3. Everybody involved in the hiring process should be aware of everybody else in the process, and they should also know other people’s specific role in the process.
  4. Make sure that the person or people who are constructing the workforce plan and implementing the hiring process are committed to and excited about both.

That last point is especially crucial.  Finding and hiring exceptional candidates is never easy, and it might be more difficult in today’s environment.

If one of those people is you—or if you’re the one leading these people—it falls on your shoulders to make sure that the plan and the process produce the types of exceptional candidates and superstar employees that it should.

So . . . what is your workforce plan for making passive candidates, exceptional employees?

Dan Simmons Bio

Dan SimmonsDaniel C. Simmons is a Certified Personnel Consultant who has been recruiting since 1991. Dan has won over twenty awards in the last decade with the Top Echelon Network, America’s leading placement network including Placer of the Year in 2009 & 2010.

Frequently Dan also is a recruiter trainer and has been featured at various Top Echelon Conventions and online as a speaker for various webinars. He has also been published in The Fordyce Letter the recruiting industry’s #1 magazine.

Is Your Company Looking for Great Candidates? Contact Dan Today!

 

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