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Suitors and Sifters – Hiring by Design

Rosie the Riveter

Blog Series –  “Getting Your Unfair Share of the World’s Talent” – Part  2 of 4

The job market follows the laws of supply and demand:  sometimes you have exceptional candidates banging your door down, and other times you’re hiring Grade B beef because it’s all you can find.

Visionary leaders develop two strategies, one for each extreme of the job market spectrum:  job rich/candidate poor and job poor/candidate rich.  With a plan in place for both contingencies, managers can stop worrying about the economy and start hiring by design.  That isn’t a new idea – it’s just common sense.  If you think back 65 years, there was a forward-looking group of hiring managers who did something similar.

Consider this recruitment challenge:  you just filled two million positions with hard-to-find (no – impossible to find) talent.  You’re feeling pretty good.  Now you find out you need to fill two million more in half the time.  And the candidates not only aren’t looking for new jobs, they’ve never had jobs.  And, if you don’t fill them, the entire U.S. economy could shut down.

Where are we?  We’re talking about February 1943, when the United States had 13 million women employed and needed to hire two million more within 12 months in order to keep the country and its industry functioning.

Rosie the Riveter was created for what became the most successful advertising recruitment campaign in American history.  She helped to hire more than two million women, almost all of whom had never worked outside their own home.  Rosie was on posters, postage stamps, and even had her own song.  There were 125 million ads placed with her image:  Womanpower ads, most of which were full pages, were among the pages of almost all major magazines of the day.  Motion pictures, newspapers, radio, trade press, employee publications, and in-store displays all tied in to the universal rallying cry.

With Rosie the Riveter, these hiring mangers defied the odds – and convention – to become the ultimate suitors.   Take a proactive approach to your organization’s hiring and practice hiring by design.  With a solid plan in place and a little creativity, you might just surprise yourself – and as a bonus – become your company’s hero of the day.

Impossible is just a big word thrown around by small men who find it easier to live the world they’ve been given than to explore the power they have to change it.  Impossible is not a fact.  It’s an opinion.  Impossible is not a declaration. It’s a dare.  Impossible is potential.  Impossible is temporary.  Impossible is nothing. – Muhammad Ali

Next up:  Part 3 – R-E-S-P-E-C-T: How to Avoid Recruiting Black Holes and Optimize Your Orks

Adapted from “The Bite Me School of Management” by Kim Shepherd, CEO, Decision Toolbox

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