2015 Company Growth Strategy: It Starts with Talent

Just as location is the most important aspect of real estate, people are the most important asset of running a business. If you want to grow your company in the coming year, you’ll need to be more strategic than ever in staffing your organization. Competition for talent is fierce, so how can you stay in the game?

  1. Don’t Let Competition Be an Obstacle to Hiring Talent
    Compensation and competition are almost always closely tied. When compensation is a barrier to hiring, competition is usually the reason—when competition gets hot, companies use salary to attract candidates. So make sure you’re prepared to pay competitive salaries, bonuses, or whatever it’s going to take to land the best talent in your field. Get buy-in from executives by making sure they understand the competitive nature of the marketplace, and be able to quantify the supply and demand for your target candidates.
  1. Be Social
    According to recent research, professional social networks provide the best source of quality hires in the United States. This is a trend that has been increasing over the past four years as more and more candidates are also turning to social media to parlay their personal brands into employment opportunities. So if you’re on the lookout for top talent, make sure you have a strong presence on the social networks where your target audience/candidates spend their time.
  1. Know How to Source
    Recruiting passive talent is popular in the United States. In fact, the U.S. is one of the world’s leading practitioners of recruiting passive talent. But this type of recruiting requires a new and unique set of skills and sensitivities. Make sure you train your recruiters on how and where to source candidates and how to sell your company as a great step in their job satisfaction and career advancement opportunities.
  1. Find a Trusted Partner
    Working with an experienced MSP or RPO provider can give you a tremendous advantage when you’re growing your company, especially within a budget. An RPO provides highly scalable recruitment services, which you can use to manage or supplement your entire talent acquisition function and recruiting activities. An MSP can handle your contingent and temporary employment needs, consolidate your billing process, control your costs, and mitigate co-employment risks. Or, you can use a combination of both (for more information on Hybrid Staffing Models, read our great blog from November).

If you’re looking for an experienced partner that specializes in both RPO and MSP programs, look no further than CSSvSource, where we’ve been providing solutions with exceptional results for years. If you’d like to find out more, or speak to some of our satisfied clients, don’t hesitate to contact us!