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High-tech recruiting tools can only help you find candidates. In order to retain the best talent, you need to blend "high-tech" candidate search tools with traditional "high-touch" relationship-based recruiting methods.
List of contents
Chapter - 00: Introduction; Chapter - 01: Start with updating the hiring process; Chapter - 02: Identify the best talent and communicate effectively; Chapter - 03: Interview to hire the best talent; Chapter - 04: Clarify timing with hiring authorities and candidates; Chapter - 05: Extend offers that will be accepted; Chapter - 06: Employ techniques to eliminate surprises; Chapter - 07: Nurture candidates pre- and post-hire and obtain referrals; Chapter - 08: Create a balanced approach to recruiting; Chapter - 09: Selling your services as a third-party recruiter; Chapter - 10: Conclusion
About the author
Barbara Bruno has trained over 25,000 recruiters in 13 countries and is based in Crown Point, IN. She consults to some of the largest recruiting companies in the world, including Management Recruiters International, Robert Half, Pride Staff, Express Employment Professionals, Fortune Personnel and DAV in South Africa. Her company, Good As Gold Training and HR Search, offers in-person and virtual training services and tools. She has received the highest national award from the Staffing and Recruiting Profession, The Harold B. Nelson Award, and was inducted into the National Association of Personnel Services Hall of Fame.
Summary
High-tech recruiting tools can only help you find candidates. In order to retain the best talent, you need to blend "high-tech" candidate search tools with traditional "high-touch" relationship-based recruiting methods.
Foreword
Online resources: sample offer letters, recruiting scripts, job requisitions, interview scorecard, a listing of characteristics of best hires and guidelines for a 9-step telephone interview process
