S. Hairston

All companies are in the business of talent sourcing, that is, finding top candidates who can take their enterprises to the mountaintop. Since recruiters operate with the goal of securing the most accomplished and able folks for their open positions, why are there talent shortages in this economy? Sounds like a change is in order. But if landing top talent is really not your thing, here are five ways to ward ‘em off, and for those who are interested, a few suggestions on how to reel ‘em in.

1. Have a tedious application process. People who are masters at their chosen profession would surely leap headfirst at the chance to waste 90 minutes completing your online application. Unless the position absolutely requires you to be so exacting, perhaps it wouldn’t hurt to take a second look at your application process. You want to engage top talent and convince them to join your amazing company. Show applicants you value their time and talent by using recruitment software that allows them to submit their resumes to your vacancies. For talent’s sake, do it.

2. Be stuck in the 90s. Ah, those were such good years! While I heart the 90s, nothing is worse than companies that scream “innovation” every chance they get, but are still incorporating outdated practices. These companies use buzzwords to fool people into thinking they are current when their hands are clenched so tightly around 1993, that Michael Jordan wants his air back. Their website is not optimized; their application process is longer than forever; their social media presence is …nonexistent. You get the picture. It’s time to head back to the future if you truly want to connect with the best and the brightest. This can upgrade you, like right now.

3. Overanalyze resumes until the cows come home…and leave again. Staring at it won’t make it change. Either try ‘em or deny ‘em. Though your hesitation may be justified, a decision has to be made. If you need to put a few resumes aside and revisit them later, by all means, do so. But don’t let analysis paralysis confine you to a blank stare. That’s just plain old creepy. And while you’re locked into a trance, your competitors are scheduling interviews and making offers. Just thought you oughta know.

4. Move—very—slowly—and—miss—out. As with most things in life, timing is everything. Moving at a snail’s pace in your recruitment efforts? I guess it could work out for you: there are instances where the second mouse gets the cheese. However, you don’t want to risk missing out on that special someone who can bring everything you’ve been looking for—to your company. Wake up! Start the conversation with those who interest you ASAP! If you schmooze, you won’t lose.

5. Limit your talent search by imposing super specific requirements. Must have graduated from an Ivy League university. Must be this tall. Must have a marketing degree. Must be male. Must be from a state that ends with the letter “A.” Must like beer. Really? Sometimes ‘requirements’ can choke the life out of—dare I say it—innovation. Yes, being specific is necessary at times, but a little flexibility can ease your frustration and make your company amazinger (new word). Creativity comes in all shapes, sizes and colors, from all colleges, majors and walks of life. Have an open mind. That resume you can’t stop staring at might just be the “one."



-S. Hairston