emergent recruiting strategy

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Debra C. Adams, PHR_Emergent Recruiting Strategy

Business is growing

Staffing the new 50,000 square foot manufacturing facility

Limited talent pool in Lansing area

Emergent technology out-of-date


Become the “Employer of Choice”

Train Targeted Selection to all

Implement Applicant Tracking System

Develop a collegiate-level summer internship and co-op program


STOP unwanted turnover Workers--employees and contractors--choose to work for that employer...

when presented with other choices of employment. This choice is a conscious decision--or series of decisions--made when joining an organization and when deciding to stay with that organization

Benefits When workers choose to stay, their productivity Emergent will be able to attract, optimize, and retain top talent These strengths will allow them to win more business and maintain high

levels of customer service and loyalty


Everyone will need to work together to recruit these new personnel successfully

• We have certified TS Administrators on staff• Small investment for supplies• Minimal time – new course is only 8 hours

Select the right people for the jobs• Behavioral style interviewing improves selection process• Team style interviewing reduces time for interview process• TS ensures different questions by each member of the team

Needs analysis• Behavioral style interviewing improves selection process

Demand analysis: Where do we need to be? Supply analysis: Where are we now? Reconciliation of the budget: How can we achieve cost-effective staffing? Strategic analysis: How will we recruit applicants?


Automation and analysis of our recruiting and hiring processes provides the immediate workforce visibility and insights needed to significantly improve our bottom line

•ROI -- By tracking candidates, sources, interviews, offers, declines, etc., our metrics will ultimately indicate what methods work for us•Canned reports give us the information instantly•Managers can review their own resumes

Saves time Gives hiring manager bird’s eye view of talent pool Assists us in the analysis and planning of hiring so that we can

develop and implement a strategy that spells out success meeting future production demands


Collegiate Level Intern andCo-op program

“Prior work experience” is a criterion for evaluating candidates for entry level positions

• Emergent gets to “test drive” future employees • Gauging both technical competency and culture fit against company

expectations• Students are able to make the same assessment, so recruiting costs are

reduced because better hiring decisions are made• Internships strengthen the relationship between the academic community and

employers allowing for employers to communicate with educational institutions about changing skill requirements, trends in technology, etc.

• Good for the community because Students who intern for local companies are more likely to stay in that community after graduation


emergent recruiting strategy

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