{"id":27389,"date":"2014-05-20T12:04:20","date_gmt":"2014-05-20T19:04:20","guid":{"rendered":"https:\/\/www.smartrecruiters.com\/blog\/?p=27389"},"modified":"2017-10-17T09:55:32","modified_gmt":"2017-10-17T16:55:32","slug":"how-to-design-a-proactive-recruitment-strategy","status":"publish","type":"post","link":"https:\/\/www.smartrecruiters.com\/blog\/how-to-design-a-proactive-recruitment-strategy\/","title":{"rendered":"How to Design a Proactive Recruitment Strategy"},"content":{"rendered":"

As most candidates (and certainly all recruiters) know, hiring is not a perfect science. For all that individuals and organizations attempt to create and codify an effective process, high quality recruitment remains elusive for many.
\n
\nOftentimes the issue stems from the disconnect between what an organization desires in a role and what it actually entails. For example\u00a0job postings<\/a> can be superfluous, describing the ideal candidate, one that can do anything and everything to advance the organization’s goals within a certain position. But that’s not always what’s needed. I once worked with a client that demanded a bachelor’s degree plus 2-3 years experience for an entry level role! Needless to say, it took forever to find a candidate to fill it, one that fit the organization’s (perceived) need.<\/p>\n

Another issue that makes hiring difficult is that many organizations overlook cultural fit. It’s safe to say that many candidates will possess the technical skills desired. How many will be a good fit within the organization’s cultural context?<\/p>\n

Most of my career has been spent in the retail industry<\/a>. Within that arena, no two retailers are alike, not only in terms of their respective business models, but in their value systems. Some placed a high emphasis on teamwork<\/a>, others sought talent that had a clear understanding of the brand’s market position and knew how to further enhance it. For candidates, just because you worked for one particular retailer didn’t automatically mean that your skill set translated to another’s business.<\/p>\n

A way in which to offset this is designing a competency model for roles within the organization. A competency model is a tool by which an organization describes and defines which forms of behavior and skills are necessary to perform a function, and at what level. To simplify the previous sentence, a competency model highlights what an organization considers important from its members.<\/p>\n

When properly designed, a competency model allows individuals to gain a few insights:<\/p>\n