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    Finding Human Capital: How to Recruit the Right People for Your Organization
    Finding Human Capital: How to Recruit the Right People for Your Organization
    Finding Human Capital: How to Recruit the Right People for Your Organization
    Ebook80 pages1 hour

    Finding Human Capital: How to Recruit the Right People for Your Organization

    By Joseph Milano

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    About this ebook

    People, products, and profits: the key elements of a successful business, regardless of the industry. To compete in a competitive market, you must find and attract the right people. Anyone can hire staff, but recruiting the right people is about finding talent suited to the business and opportunity at hand. In this concise guide, you’ll learn how to do just that, with chapters on recruiting both on and off campus, within your company, and within the industry. In addition, author Joseph Milano offers expert advice on how to: •Build lasting relationships with universities•Keep a steady incoming labor force•Develop your brand, generate publicity, and boost goodwill With proven, innovative ideas to attract diverse and capable candidates, Finding Human Capital will give you an edge over hiring managers still relying on the same tired methods, and place your company in a position to thrive for many years to come.
    LanguageEnglish
    PublisherHillcrest Media Group
    Release dateDec 23, 2014
    ISBN9781634131988
    Finding Human Capital: How to Recruit the Right People for Your Organization

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      Book preview

      Finding Human Capital - Joseph Milano

      book)

      CHAPTER ONE

      ON CAMPUS

      Stay hungry. Stay foolish.

      —Steve Jobs

      My Three Ps of business are people, products, and profits . People come first for a reason, because without great people, you can’t hope to sell products and make profits. Let’s face it—without people, you don’t have a business.

      Recruiting the right people is about finding talent, using innovation. You need fresh ideas in order to build relationships. When looking for new hires, the perfect place to begin your search is where aptitude, willingness, and the desire to connect abound: at colleges and universities.

      College students are ambitious, motivated, and ready to prove themselves, so approach them when they’re primed to impress and excited to enter the workforce. If you look at a lot of large, successful companies, you’ll find that many top executives started in internship programs or were discovered on college campuses. I was recruited when I was a senior at Villanova University; I simply showed up for an open, on-campus interview that had been promoted at my fraternity, and I was hired on the spot. Looking back, I was hungry for a career, and still foolish enough to believe it would be easy. I had much yet to learn, but I already understood the importance of capitalizing on opportunities.

      Now, as a veteran in the financial services industry, I know just how important recruiting in general can be for a business. But campus recruiting is still my passion. Without it, I wouldn’t be here telling you about it.

      Why Campus Recruiting?

      Because campus recruiting:

      Has a low price point for recruiters.

      Builds relationships and familiarity early; college students are your future constituents.

      Keeps a steady incoming labor force in an environment of rapid change and turnover.

      Builds your brand, generates publicity, and boosts goodwill for your company.

      Please Note: All these ideas have been tried and tested, and have proved effective. I would never advise you to do something I haven’t already done myself.

      When recruiting at colleges and universities, present your brand in an engaging, competitive way that is equally beneficial for both you or your company and the student or students you want to get involved. Over the years, I’ve developed some unique models for recruitment based on these principles. That said, the following ideas are just that: ideas. Like them or not, the goal is to help you think creatively, and to empower you to generate your own methods for recruiting new talent.

      HALFTIME HALF-COURT CHALLENGE

      The half-court shot strategy is one I’ve run several times, and is unique in that it combines two important and engaging concepts—spectatorship and competition—in an upbeat environment.

      Surrounded by peers, faculty members, and coaches at a college basketball game, two student spectators will get a chance to win a prize of your company’s choosing by attempting a buzzer-beater from the middle line of the court. The half-court shot event is one in which everybody wins: The attendees—especially the shooters—enjoy themselves, and you and your company benefit by:

      Generating goodwill and notoriety for your organization.

      Helping your company gain leverage on campus in the future (think: familiarity with professors, classroom presentations, informal interviews . . .).

      Impacting your community by generating interest in the activity, the school, and ultimately, your company.

      Overall networking—with faculty and students, as well as with other adults attending the event.

      And while the goal may not be for you to have a good time, I guarantee that the energy and enthusiasm of the students and faculty members will be worth your while, even if there’s no evidence of any other benefit right away.

      Here’s how to get started:

      Make contact. Call the school’s athletic department to share your plan and find out game schedules; try both the director’s office and marketing office.

      Pick and secure insurance products to pay for your prize. An example is to have available a $10,000 prize. The insurance coverage will be several hundred dollars. This is actually an affordable option— it’s cheaper than paying $10,000 and it’s tax deductible, though you should consult your tax advisor

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