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**Simple Steps to Better Recruiting**

Guest post by: Carlos Morgan

Article Overview: This Article helps recruiters and hiring managers improve their recruiting practices by implementing a few simple tools.

**Simple Steps to Better Recruiting**

Simple Steps to Better Recruiting
"The best changes often start as a single, simple thought. Think big, and discover the ways to make your dreams real."-- Anonymous

There are only 175,000 US Marines in the entire world (which is about a quarter of the size of the US Army), yet they are known as the "best of the best", "the few the proud" etc... They have attained the reputation because, they don't allow just anyone to become a Marine, and those who do become Marines share a common passion and a sense of pride for what they do. With the limited amount of personnel that they have, they have achieved things and made victories possible that might have not otherwise been achievable if it was not for them.
That same mentality of being the best, and only hiring a selected few can be applied to any company in order to make it successful in today's struggling economy. But to attract the best you must market yourself accordingly and strategically as well as have an aggressive plan of attack to help you achieve your goals. So in today's posting we will cover a few simple steps that we can take to assure that we are filling our open positions with the best talent possible.

Step 1
Improve your candidate Pool
Complacency is one of the worst habits that a recruiting manager can pick up.It occurs when we get used to applicants walking in to apply and all of a sudden we stop searching for the ideal candidate and settle for what's in the "pile". A candidate pool is not simply having a bunch of applications handy for any give position, but instead having a few strong solid candidates that you have already screened and believe are the best for the job and are ready to start at the drop of a dime. Having a solid pipeline can make the difference between being the best recruiter and just being average.

Step 2
Look Internally for the Ideal Candidate
A lot of the times we get so caught up with looking through the "Careebuilders" and the "Monsters" that we forget that we already have a source of applicants that have already proven their loyalty, work ethic, and responsibility to you. Allowing current employees to apply for your openings will help boost morale and show that there is potential and room for growth in your company-- which in turn is a marketing tool for you company all on its own. Give potential internal candidates a chance. It is a great opportunity to get to know your employees better and for them to learn more about your organization and its needs. A lot of the times a good fit can be found between your needs and theirs.

Step 3
Be Known as a Great Employer
Employee practices for retention, motivation, accountability, reward, recognition, flexibility in work-life balance, promotion, and involvement are all key factors needed to be a great employer. If as an employer you are continuously practicing these things, they will give your employees a sense of pride in who they work for, as well as a sense of loyalty which in turn will allow them to spread the word about how much they enjoy working for you. A company's reputation is a sensitive thing. It can take years to create and only seconds to destroy, so it is just as important to maintain a strong reputation internally as it is externally.

Step 4
Use your website for Recruiting
Your company's website is one of the most overlooked recruiting tools now a days. It is important for us to understand that when we are interviewing top candidates, they are interviewing us as well-- just as we want to know about their history, stability, and reputation; they want to know about ours. Which is why an updated and attractive website is such an important part of the recruiting process. How can you possibly ask a candidate what they know about your company, if your website hasn't been updated in months or sometimes even years?

Being an average recruiter should never be an option, otherwise you or your company will never join the ranks of the "Selected Few". Keep that "best of the best" Marine Corp mentality and constantly apply it to everything that you do. Do it because you want to improve yourself and be the best at what you do and not so much for the recognition. Recognition will come with time, but the sense of accomplishment and pride in what you do will remain constant.

Good luck and happy hunting...

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Article Tags: aggressive plan, candidate pool, careebuilders, complacency, drop of a dime, entire world, marines, mentality, monsters, open positions, passion, pipeline, plan of attack, pride, recruiter, reputation, simple steps, simple thought, step 2, us army



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