Every successful talent acquisition campaign begins with clear objectives, a comprehensive sourcing strategy, and a detailed job description.
It’s the job of the leader to communicate to their team all the underlying needs of the business, which includes “how to find the candidates” and “why the company is pursuing the strategy”. The more specific a plan, the better the chance for success.
Mass hiring requires a broad and meticulous sourcing strategy. Digital resources (LinkedIn, Facebook, Twitter, various job boards, virtual hiring fairs, etc.) will comprise a substantial amount of sourcing, but never discount the local channels in a community. The goal is to maintain a proactive strategy and always customize it to meet your needs depending on high volume, geographic location, specificity of position, or whatever are your dependent variables.
All the planning in the world is useless without a precise and thorough candidate description. The ideal job description explains all the hard skills, soft skills, culture fit, and the core values tied to performance success. Like an onion, a properly orchestrated campaign will reveal, layer by layer, the best skilled candidates quickly and efficiently to expose candidates who will learn, grow, and remain with the company long term to positively impact the corporate strategy.