b"RECRUITMENT TAKEAWAYSWhat you need to know about Recruitment to turn talent into performance.Recruitment is all about finding and attracting the right employees to your companythe ones with both the talents and the fit that you need. The more you focus on recruitment and build-ing a strong Talent Bank, the more options you will have when it is time for selection. If you dont have that Talent Bank in place when a job comes open, your standards will drop as you scramble to quickly plug the hole. The most common way managers have found superstar talent is through referrals, and the most valuable referral sources include current employees, peers/other managers, and friends outside the industry.You can do more than just post jobs on LinkedIn to attract talent. Think about how you might improve your profile. When a manager has a strong LinkedIn profile and posts regularly, it works like a magnet to capture the attention of people who are not necessarily looking.While the talents of a strong digital seller are almost identical to the top performers on the On-line Sales Talent Interview, managers need to think about the variances in the specific role they are looking to fill. The Job Analysis and Spec Sheet can definitely help.Companies are willing to do whatever it takes to attract and recruit talent that will contribute to their ability to further their mission and achieve their business goals. Shaping the new hire experience will cost less while having the highest net positive impact for leaders, employees, and the organization.Your EVP defines what it is like to work for you and your organization and can enhance your talent acquisition efforts by attracting the very best candidates (even those superstars who are not necessarily actively looking for a new job). Your EVP should clearly communicate who you are as a manager, what it is like to work for your organization, the value that employees gain by working for your organization.If you conduct a talent assessment on your candidates, you'll be able to easily determine who has the potential for success in your job and release those who dont. That doesnt mean you should send them away empty-handed, though! Their talents may not be the right fit for what you need in the role right now, but they may be perfect for a job somewhere else. Consider sending those you dont hire away with a report, like the Top Talent Report, that will give them some insight into their unique strengths and potentially help them find the right job for them.41"