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“A strategic recruiting plan should include the organisation’s vision, goals, cost-per-hire, strengths and weaknesses, development plans for current employees, and potential sources of talent.”

 

MIA DENNIS, RECRUITMENT EXPERT AT PA CONSULTING GROUP

Even now, talent pool is pretty shallow for some openings

Kathleen Driscoll
Rochester Business Journal
30 November 2011

 

Mia Dennis, recruitment expert at PA Consulting Group, discusses the merits to developing a strategic recruiting plan to identify higher level professionals, noting that having a robust recruitment process includes the development of a strategic plan that matches up with how the market is shaping, and the flexibility to adapt the plans when the market shifts.

Mia notes that “the plan would include the organisation’s vision, goals, cost-per-hire, strengths and weaknesses, development plans for current employees, and potential sources of talent, [and] in an ideal world, the plan would be put together by a task force including not only the recruitment team but others in different functions across the company.”

She also explained that one of the best – and most often overlooked - sourcing strategies to build your pool of talent is also the most cost-effective.

“Most people fail to utilise their own connections,” Mia is quoted as saying. “When you talk about what you’re looking for with your own network, you’d be surprised how often you can get personal recommendations, sources and referrals. It’s very old-fashioned; it works and it’s cost-effective.”


To read the article in full, please click here  

For more information on how PA can help your organisation to develop expertise in talent management, click here or contact us now.  

 

   
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