Well here we are, a new decade already, looking back at 2009…a year many of us will not forget quickly and in most cases one we will want to put behind us as we focus on 2010… In most cases we will define how successful this year will be by how well our teams perform… and our teams will be defined by the quality of people we have in them.

As I said in my last article… sometime this year (my tip is the 2nd quarter) we will start to see increased employee mobility, which if my tip is right, means now is the time to begin staff attraction strategies. Natural human behaviour is “new year… new beginnings” - as such the January, February period of every year are typically two months where there are more quality candidates looking to change roles… so “hooking into” this talent pool is important.

So how do we get to this talent pool… referring back to our August article… where we spoke about “80% of roles never being advertised”… and discussed that this meant good old fashioned networking accounts for 80% of appointments… it makes sense that tapping into this pool will depend upon our “modern” networking skills.

Over the last ten years “catching up for a coffee” replaced the “long lunch” and “drinks at the pub” as the most common means of networking. It is now inevitable the next evolution in social networking will occur online. The amazing popularity of online social networking is a phenomenon that cannot be ignored; its ability to reach out and join people together is unsurpassed and it is happening right now… to reach an audience of 50 million people… It took Radio 38 years, TV 13 years, the Internet 4 years, iPods 3 years and Facebook 2 years… Recruiters who ignore this do so at their own peril!

So…

• If we accept 80% of roles are never advertised…

• We recognise networking is the primary means of attracting employees…

• We understand that this year we will see many of those employees who have “stayed put” during the GFC begin to move…

• We grasp the concept that early 2010 is a time when quality candidates are in the marketplace…

• We appreciate catching up for coffee is being replaced by accepting invitations on Linked In or becoming friends on Facebook then…

Our strategy is clear…

Start talent pooling now… either learn how to use Twitter, Facebook and Linked In, or if you are already proficient… start exploiting these mediums… After all, the secret to being a great recruiter is being a great networker. There is no doubt Twitter, Linked In, Facebook and their yet to be created successors will become an integral part of every recruiters armoury… so as the “War for Talent” returns make sure you are using the latest weapons.

Please feel free to contact us at Frontline Retail. with any recruitment requirements - we are here to help.