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In part one of this article, you could learn about how inter-connected departments and excellent resources with flawless operation and structures are what drive growth.
The backbone of the Gazelle’s success is its Human Resources department, and its inspiration comes from a Giant’s branding methods. It improves by copying what it can and constantly building new resourcing planners based on market feel and tools.
Resourcing Q/A – Learn how to resource like a genius by getting the answers right
Phase 1 – Understand the hiring reasons
Phase 2 – Set up a resourcing structure
Best target personas are a balance between the needed skills and the market offer. Do your homework on 100 job title matches on LinkedIn and see if their experience/degrees/languages/expectations fit.
If you get more than a 50% match, you can adjust the parameters.
With less than 50%, take a pause – by continuing the hiring process as such, you set in motion too many variables. Will you be able to train? Will they like the role? If not, will they stay because of the culture or because of stability? Will your department suffer more, will you lose more money? Most likely.
Take a pause and change the strategy. You can remove the responsibilities that won’t fit and promote someone in-house. Or you can leave them, remove the soft ones and shift the ad to the next Seniority level. Then restart the 100-match research. Until you can find the candidates in the market.
Phase 3 – Connect. Chase. Hire. Retain.
That’s how you resource like a Gazelle and that’s how you become a people company. Easy, right?
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