b'Recruitment Q&A ability to attract and retain difference makers for The Great Resignation, The Great Reshuffling, Theyour team.War for Talentwhatever you call it, theres noChristine Sieks doubt that leaders are finding it more challengingRegional Market President/Chief Revenue and to recruit and select superstars. We will kick offContent Officer, Townsquare Media Northern New our Q&A with recruitment tips. England We have used a lot of different tactics including With the current talent shortage, it hasLinkedIn, Indeed, radio commercials, targeting our been difficult to find strong employees.radio databases via email, college fairs, digital re-What advice can you share on the besttargeting, and social media targeting. Still the way waystofindcandidatesandbuildathat always seems to bring in the best candidates strong talent bank?is referrals. Using your own people, incentivizing them to use their network and find people to work Recruitment is a team sport. Rather than leaving itat a place they love, that builds great culture. And to the hiring manager or a recruiter on their own,weve found some of our best hires that way.involve all stakeholders in the process to identifyTim Skibbe candidates. To generate a robust talent bank, meetGeneral Sales Manager, Federated Media South weekly with your stakeholders to brainstorm whereBendandhowyoureeachgoingtosourcecandidates and then review your progress. Commit to network-ing in new ways and market openings both internal- Howoftentoyoucommunicatewith ly and externally. Apply CSS prospecting strategiesthe people in your Talent Bank? Why is like seven touches in nine days and switch up whothis so important to do? is reaching out from your organization. A candidateI make it a point to reach out often as a check in who hasnt been responding to your recruiter mayto ensure the talent knows that Im still interested respond immediately to a personal note or phonein a potential partnership when the timing aligns. call from a member of your leadership team. WhenRecently, we hired a tremendous seller after a two-reviewing applicants who arent a fit for a specificyear courtship that involvedat minimummonth-position, look for experience you might need downly checkpoints. Had I not made a conscious effort the road and save them in your talent bank. Use ato stay in front of this candidate, I feel certain we variety of social platforms to post articles and vid- would have missed the opportunity window.eos about why recent hires and long-term employ-ees chose your company and why they love it. BeingByron Wilkinson known as an employer of choice will accelerate yourDirector of Sales, TEGNA Austin Recruitment is a team sport. Rather than leaving it to the hiring manager or a recruiter on their own, involve all stakeholders in the process to identify candidates. - Christine SieksRegional Market President/Chief Revenue and Content Officer,Townsquare Media Northern New England 158 Superhero Spotlight'