July 14, 2022
August 1, 2022
What is one strategy to form partnerships that help bolster recruiting efforts?
To help you bolster your recruiting efforts through appropriate partnerships, we asked experienced recruiters and business leaders this question for their best insights. From cultivating a data-driven sourcing pipeline to building bridges between your company and schools, there are several strategies that you may adopt to form the right partnerships that bolster your recruiting efforts.
Here are 13 partnership strategies to bolster recruiting efforts:
Take advantage of the incredible employer branding platforms out there that provide opportunities to highlight your company culture, open positions, and what makes your company truly stand out in the market. When you have a smaller HR/talent team, or lack the resources to build out an excellent employer brand, these partnerships are key.
On a prior team, we used JazzHR alongside BuitlInColorado to reach a larger audience, build our employer brand, and gain recognition in the market. From The Muse to LinkedIn and Indeed, there is a spectrum of platforms you can partner with to build out your employer brand quickly and easily, reaching more candidates than you could on your own.
Maddie Stoddard, Senior Tech Recruiter at Pie Insurance
Clearly identify and define competencies and minimum requirements for sourcing partners by using a common competency framework and assessments. This can help employers, educators, and job seekers speak the same language and effectively execute a data-driven sourcing pipeline. For example, leverage O*NET, the Department of Labor’s jobs database toolset, and JOFI Assessments.
When employers align their roles, they can share which O*NET code they are hiring for, and identify the top foundational and occupational competency requirements. This enables partners to better identify which job seekers are the best fit for the role and which candidates meet minimum requirements.
Julie MacFarland, Talent Acquisition Consultant at HireReach
Take a look at your employee data and your diversity strategy. Identify your gaps and partner with organizations that help you fill them. In today’s market, people are looking for roles that are a good fit for them culturally and from a values standpoint. By partnering with these groups, you are able to recruit people aligned with your mission and bring in additional diversity of thought.
Terri Lewis, Chief Human Resources Officer of One Call
Design an onboarding plan that allows your partners to fully understand your business’s core values and practices. Looking for partners in your hiring campaign is only the first phase of the entire recruitment effort. The next steps to take are more comprehensive yet crucial for your partnership.
Once you find the right partner, you must allocate time and resources to introduce them to your company culture. This enables them to develop a certain degree of familiarity with your work environment, which will give them a much more solid perspective on what kind of people you need for your business. More importantly, let your partners experience using your tools and understand your value proposition so they can confidently and appropriately represent your company during hiring events.
Adam Garcia, CEO and Owner of The Stock Dork
Developing your outreach and promoting your message through podcasts gives long-term outreach to a targeted audience of potential recruits. Voice builds trust at the same level as meeting in person, so saying how great your company is, its benefits, and why you have been there for a certain amount of time as part of a podcast interview builds credibility with a wider audience of people you are looking to hire in your particular sector.
Do not just use LinkedIn and promote a static message of how great the company is. This carries little trust, and normally readers interpret this as being written by someone outside of the company rather than a person working there who can genuinely discuss the topic.
Stewart Townsend, CMO of Podcast Hawk
Examine your current partner network to identify the ideal partners to pursue. Don’t start by looking outside yourself; your partners have already decided to stick with you, so you know what you have is effective. Discover what makes them successful, then use that knowledge to develop the ideal profile.
Sanket Shah, CEO of InVideo
Excellent recruiting tools are available, but they must work to enable the formation of partnerships that spur today’s relationship recruiting. The Recruiting Culture Scorecard identifies various partnerships and guides the acquisition of tools so each supports the goal of a highly visible recruiting culture.
Hiring manager and recruiter partnerships can build more effective talent pipelines, launch employees into new roles, and have job seekers bragging about feeling valued during the recruiting cycle. Measure success from the Recruiting Culture Scorecard’s 15 elements, found within multiple categories, including leadership, technology, and policy.
Bill Gunn, Principal Consultant at G&A
Most recruiters are naturally great at creating and maintaining connections. Yet many of these same recruiters with this vast network of contacts in the recruitment business neglect a great source to find great talent, which is to network with other recruiters to see if there are any candidates they can refer.
Some recruiters reading this might ask themselves, why would a potential competitor refer me to a high-value candidate? The answer lies in reciprocity. Creating a network of trusted recruiters where you can trade intel and candidates can exponentially increase candidates you might not have found on your own. The best part of this barter system is it will cost you nothing.
Steven Mostyn, CEO of Career Boost
We have enjoyed immense success over our 20-year corporate lifespan by building strategic partnerships with other recruiting firms who operate in the same IT space, but are prime vendors to a different client set than we have. This “co-opetition” makes the partnership function like a much larger recruiting firm in terms of recruiters engaged in the search, yet focuses acutely on positions that may be difficult for our partner to fill.
By having us partner with them, the time to fill is significantly reduced and the partner firm is often first to submit and thus edges out their competition at their prime client. When they beat their competition in submission time, our partner stands a higher likelihood of filling that role. Not only do they fill that requisition, but they also further engender loyalty from their client, which leads to an even further expansion of business with that client. This model has been a highly valuable model for MTP and one we approach every single day.
Thomas Crawford, Director of Business Development at Midwest Technology Partnership
I see a lot of companies donating to charities or offering their employees to volunteer their time to causes that are not related to the core business of the organization. A better approach is to do pro-bono or even low-bono (charge a heavily reduced fee) for work that is related to your core offering. Our recruiting firm has, for example, done a few low-bono searches a year for non-profit organizations. This approach helps our employees give back to their community in a way that’s very meaningful to them and strengthens our employer brand in the market.
Atta Tarki, Founder of ECA Partners
This is one area that does get overlooked: creating an effective partnership with a recruitment agency that takes diversity, equity, and inclusion (DE&I) seriously. Many companies see the relationship between themselves and the recruitment agency as transactional and are only in discussions when there is a role that requires filling.
Shift your thinking to this being a partnership and focus on the following three areas:
Constantly keep in touch and share future resourcing requirements so they are able to build relationships for you out in the market.
Share your company aspirations on DE&I as well as your expectations of how they can support delivery.
Gather the data on who the recruiting agency is speaking to and who is getting through your door for interview.
Charlotte Sweeney, Founder and CEO of CSA
Hiring managers often have an idea of what they want, but lack insight into what it will take to get there. Prepare for kick-off meetings with market data surrounding salary benchmarks, talent supply, and demands to help hiring managers understand the competitiveness of the skillset they are requesting.
Use CRM data to give transparency to the current pipeline and where recruiting efforts will need to start. Use historical ATS data to forecast the number of applicants, screens and interviews to set timeline expectations. Strengthening the HM partnership through data-driven discussions will have an immediate impact on hiring the right talent.
Tari Krupinski, Director of Recruiting at General RV Center
A great partnership that can increase the candidate pool is with schools, including high schools, trade schools and universities. When considering a partnership with a school, do your research internally.
Do you have any employees who are currently attending or graduated from the school? By partnering with a current employee who is a student or alumni, your company can bring a different perspective into the school. Students want to hear from other students and this will help your organization get more opportunities to connect with students. Be sure to equip the employee with the best information and company swag when s/he represents your organization at the school.
Jodi Brandstetter, Chief Talent Strategist of Lean Effective Talent Strategies