Process For Finding Talent

Dare to be different...stand out from the crowd.
Photo from RiaPereira’s Flickr

Finding talent to work on projects or on your team can be a challenge. Often it is not a problem of too few applicants. The shear amount of resumes or inquiries can cause issues.

Too often, job sites or databases that are targeted have a shortcoming in their own process. It does not cost applicants anything to apply. However, HR reps have a cost of attention. They have to cull through mounds of data to figure out who qualified and worthy candidates are.

I like to use a different process which simplifies the work. You can consider designing a similar system:

  1. Create a challenge. Use a secure and flexible platform to create details of a challenge. Ensure the challenge is similar to what a candidate would be doing on your team. Outline the rules, steps and outlet for questions. A challenge is great as a qualifier and filter. Many will not take the time. This already tells you who is willing to work and push forward. Those that take the challenge are candidates.
  2. Create canned responses. I use Google Apps for canned responses. I ensure the email responses are personal and clear in instruction to direct them to the challenge. Be cordial and let them get to know you.
  3. Manage the relationship. Organize your CRM system with your candidates and the inbound and outbound communications. Post any notes, resumes and files in their record to keep things straight. You might not need them now, but you will have a resource for later. Be sure your filtering on a field or tag is clear to see what kind of talent is available in the future.
  4. Interview the workers. Those that worked and put forth a good presentation on the challenge warrant a discussion. They showed some passion. Capture notes in your CRM on who you want to filter as final candidates.
  5. Choose talent wisely. If it’s hard to pick between a few remaining candidates, go with your gut on who will work hard and fit within your culture. Those are important for a long-term relationship and building trust.

This process has some tools and systems that can be used. You can connect with me to learn more. I like using this approach because it puts the onus of creativity and desire back where it should be – on the talent that is eager.

Even after many years, its hard to get it right. People are variable. In the end, you have to go with your gut and see if the chemistry and work ethic are there.

What do you think?

Published by Don Dalrymple

I partner with founders and entrepreneurs in startup businesses. I write and consult on strategy, systems, team building and growing revenue.

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