Egg hunt and talent hunt: same quest?

In terms of recruitment, as in the chocolate egg hunt, if you want the best out of the basket, you have to establish a strategy, show a bit of patience and play his Flair.

Define your hunting ground: where to look?

You are not the only one looking for the goose that lays the golden eggs! That would be too easy.

‍

To maximize your chances of finding the talent you want, start by defining a search area.

‍

Indeed, there is no point in running in all directions. Observe the market, and identify the strategic locations where could your candidates be hiding. Like our children in the garden, we may have to search and dig a bit...

‍

Here are some approaches to combine, depending on your target and budget:

‍

• The classic sourcing : research is done in a traditional way via employment platforms, spontaneous applications, CV libraries such as the ADEM jobboard.

• The digital sourcing : the hunt is a bit more advanced and is done on web platforms such as LinkedIn, one of the favorites of talent hunters. While LinkedIn is fairly general, there are other more specialized platforms (creative or tech oriented for example). Social networks can also be good research areas for the talents of the new generations.

• The alternative sourcing : this method consists in encouraging meetings by participating in professional events such as conferences or theme days, by leading workshops, by collaborating with schools, etc.

• The automated sourcing : today, some tools and ATS such as Skeeled make it possible to automate the work of finding talent. Artificial intelligence can help speed up the recruiters' process or serve as a support for them.

Choosing the right bait: focus on employer branding

To attract the attention of candidates, you need to take care of your packaging. They have a multitude of businesses to choose from. You need to show them that you hold the keys to their quest.

‍

For an effective talent hunt, strengthen your employer brand as much as possible. This will allow you to:

‍

• to naturally attract good profiles who agree with your corporate culture ;
• of reduce costs recruitment, because talent comes directly to you;
• to make your employees your best ambassadors ;
• Of you distinguish on the market.

‍

To take care of your brand image, you can activate numerous levers Like a transparent and sincere communication, authentic testimonies delivered by your employees, your commitment to various areas that are important to you (soft mobility, inclusion, work/life balance), etc.

‍

Selection methods: how to find the golden egg?

You identified candidates who seemed competent and in line with your corporate culture. Well, now you have to choose the best out of the basket!

‍

Easier said than done? We've given you a few tips to help you select the perfect candidate.

‍

First filter: the telephone interview

‍

In order to achieve a preselection of the candidates, organize a telephone interview with each of them. This exchange will last a few minutes and will be used to assess whether the candidate seems to match what you are looking for. You can already gather some essential information for recruiting and maybe even test their motivation. This first human contact will allow you to Save time by already ruling out the inadequate people.

‍

Avoid cognitive biases

‍

You cannot be 100% objective in front of a candidate. There is always something that, consciously or not, challenges or attracts us. In order to avoid being guided by our hunches or our prejudicing, it is advisable to stay focused on the skills you need. To do this, rely on specific criteria and defined at the beginning of the process, try to stick to it point by point.

‍

Another tip is to put together a recruitment team of several people and to put in place a system that minimizes the risk of influence between them.

‍

Situations and practical cases

‍

Apart from the traditional interview, which consists of talking to the candidate, the role-playing method can, when feasible, make a difference in the selection process. Immerse each candidate in a concrete scenario, close to a real situation, will make it possible to assess a series of technical, analytical and behavioral skills directly.

‍

Don't overlook soft skills

‍

Situational simulation makes it possible to test technical skills, but also to highlight behavioral skills, the famous soft skills. During an egg hunt, anyone who thinks about looking further than the end of their nose, rummaging in corners, exploring the Easter Bunny's den, will certainly get a better harvest than others.

‍

In your search for candidates, the rare pearl is the one who has the required technical skills, but also the one who is committed to the service of the company and its values. Do you need someone who is autonomous or someone who knows how to work in a team? Does the job require critical thinking?

‍

You have understood it: it is important to assess these “soft skills” throughout the recruitment process. Solutions, such as candidate tracking tools, can help you do this. For example, some include motivation tests (to understand what motivates the candidate on a daily basis...), personality tests (to assess their relationship with others and at work...) as well as cognitive or logical tests (which make it possible to shed light on other facets of the candidate, such as a go-getter or, on the contrary, thoughtful temperament).

‍

The “goose that lays golden eggs (or chocolate eggs)” doesn't just have to be pretty in appearance. It is important that it fits in harmony with the company, in other words, that it fits in perfectly.

‍

Reverse maintenance

‍

This innovative approach involves a role exchange : it is the candidate who asks questions to the recruiter, contrary to what is usually done. The job seeker thus takes an active position and reveals his expectations, which allows the company to quickly know if these are in line with what it has to offer.

‍

The reverse interview overturns the usual recruitment codes to give more power to candidates, which corresponds to the current trend: it is no longer just companies that choose, it is also talent that selects.

Conclusion

As you can see, the hunt for talent is not very different from the egg hunt: it is not always the ones you see first who are the best.

‍

By being well prepared, by knowing where and how to look, and by taking care of your selection, you will be the one who will make the best pick.

‍

Happy hunting on AlleyesOnMe.Jobs !

‍