Targeted Hiring: Find Your Next Employee

Targeted Hiring: The Process

A standard hiring process progresses from job advertisement, to review of resume, interview, and hiring. But is this efficient? It is efficient in the beginning, minimizing time on the job search, but does an immediate hire process lead to high turnover? There are many factors that lead to organizational turnover. But a poor fit between the candidate, the organization, and the job requirements are huge contributors. In the screening and hiring process, such misalignments are to be avoided. As such, applying targeted hiring strategies, such as directly contacting a qualified candidate based on qualified measurable and observable behavior, is a far better approach at all levels.

What is Targeted Hiring?

According to a certified educator on eNotes, Targeted Hiring is the process by which organizations pay particular attention to individuals with specific characteristics when selecting them to fill a job position. These individuals can be minorities, persons with disabilities, or candidates with specific skills.

Types of Targeted Hires– Some Examples of Effective Screening Practices in Targeted Hiring

 1.Internships

Generally, as a new college graduate, you are brought to the organization for a short period of time. Then you are observed for the ability to complete a specific project or series of projects, interact with co-workers and fit with the organization. 

2. Returnships

This is for a seasoned employee who has been out of the workforce or industry for some time.  As a candidate, you are observed for the ability to complete a specific project or series of projects, interact with co-workers and fit with the organization. 

3. Job Rotation

This is for current internal employees who are given an opportunity to rotate through a series of job functions. You are observed for the ability to complete a specific project or series of projects, interact with co-workers and fit with the organization. 

4. Observation of Employee in Job Role at Another Firm

In this case, the candidate is an external employee. Through communication or connection, the candidate is observed to have exceptional skills that would benefit the organization. The organization reaches out to the candidate in an effort to recruit the candidate to change employers. It is through these as well as other methods which allow for the identification of key, talented and knowledgeable candidates that organizations will gain a competitive advantage.

Here’s How Companies Should Approach Targeted Hiring

Targeted recruitment allows organizations to pay particular attention to individuals with certain characteristics when selecting them to fill a job. These individuals can be minorities, people with disabilities, or may have specific skills. Why do companies do targeted recruitment? The main goal is to create a pool of varied individuals who can work in harmony. As a company, you can benefit from this because this can improve your image by showing that you embrace diversity in all shapes and forms.

Here is a helpful approach any company can use:

•  Be Specific. Most of the situations we find ourselves in life are because of our choice. This is why we need to think hard before making decisions. Similarly, to get the best results out of targeted recruitment, you need to be very specific. Do proper research to know what you’re looking for. For example, are you looking to fill a Software Engineering role with a candidate with 2-4 years of experience and a deep understanding of the field, or someone novice with the right soft skills?

These are some of the questions hiring managers and recruiters should ask each other:

• Find Your Niche and Use the Right Platforms

  Think about the platforms you want to use in your recruitment strategy. Also, work with hiring partners who understand your industry and can speak and understand the target group well. If you are trying to find healthcare talent, send your open jobs specifically to healthcare sites.

• Set Specific Goals

  Setting goals is an important expect of any recruitment strategy. Goals differ from one company to another–your company’s goals have to fit your policy and needs. So, it’s important to set goals at the beginning of your campaign planning so that you can effectively measure the ROI of your strategy.

• Use Data

  Using data to make your targeting decisions is a great idea. For example, depending on the state of employment in the market you’re hiring in, how you advertise may be affected by the unemployment rate.  A lower unemployment rate can mean high competition for candidates. This means you may need to “bid up”. Creating a smart strategy that changes with the market is your best option.

Benefits of Targeted Hiring for Hiring Managers/ Recruiters:

 

• You’ll save time you would have spent reviewing applications or sitting in interviews.
• You don’t have to deal with the damage that a bad hire can do to your company.
• Helps you avoid losing good candidates.
• You won’t have to train an employee who won’t stick around.
• Also, you avoid giving passwords and confidential company information to people you can’t trust.

Benefits of Targeted Job Search for Job Seekers/ Applicants

 

Target marketing enables you to reach the employers whose needs are most likely to be filled by the service being marketed. That’s a big reason to use target marketing in the job search –other reasons include:

• It’s more efficient.
• It targets the portion of the job market most likely to hire.
• Through target marketing, you’ll be a better fit and happier with the employer at which you land than if you took your chances with answering ads.

This article by Flex Jobs is a detailed guide on how to carry out a more focused, and targeted job search.

An Effective Targeted Hiring Strategy is the Best Option

 

A targeted hiring strategy can help you attract both active and passive candidates. So, you can easily land the best candidate for the job.  Consider developing an employee referral incentive and leveraging social media channels to connect with potential candidates. This makes the process less complex. Hopefully, this guide helps you with all the information you need to find your next employee easily!

Getting People Right (GPR) is an educational website providing professionals from all types of businesses with practical education in human resources and leadership. To keep evolving your leadership toolkit, additional GPR resources below will be useful:  

• Hiring for Attitude.
• Hiring.
• Your Most Common Hiring Mistakes.
• 5 Hiring Tips They Don’t Teach You at Harvard Business School.