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Presentation from John Sumser, Recruiting Is A Conversation is available for download.

Recruiting Is a Conversation III

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(March 26, 2007)  Ten Steps To Build A Farm System
 

1. Develop Tools-Templates for Farm System.  Many of the tasks performed by the line manager are repeatable and will use content that is, at least, similar. The Farm Team Management Team (Recruiters) develop web page templates, content ideas and solve tricky communications problems
    

2. Set Specific Goals for Farm System. A phased trial period followed by determined implementation sets the stage for detailed measurement and performance analysis. Each workgroup should have detailed inventories of CRM content, Farm Team participation, value distribution and fundamental contact metrics. Alerts should be filed when hiring is forced to come from outside of the system.
    
3. Make Supervisors Responsible and Accountable. One of the central problems with the old fashioned recruiting model is that the people who actually needed new hires were never held fully accountable for meeting hiring objectives. In the hiring Community model, the person who does the hiring is responsible for the hiring.
    
4. Develop An Internal/External Talent Inventory. Farm teams can and should include members of the existing workforce. A detailed inventory of local talent supplies, both internal ands external serves as a validator for salary and wage issues, determines the likelihood of local hires and allows/encourages first name knowledge of potential team members.
    
5. Develop A Succession Plan For Each Position. Although some positions are obviously more important than others, succession planning is necessary for all. The first step in succession planning is a clear definition of the job, its requirements and its structure. With luck, each position will have an internal candidate in the succession plan.
    
6. Identify 4 External Candidates For Each Slot. A key part of having the farm team is knowing exactly who you want to hire. Going through the process of defining the job specs and getting to know 4 candidates makes the system gel. Over time, it is possible to improve the quality of the system by gracefully replacing farm team members.
    
7. Place 20% On Bench, 80% On Farm Team. The difference between the bench and the farm team is the difference between "We want you as soon as there is an opening" and "We want to develop our relationship over time." The farm team system encourages communication amongst the entire group..players, bench and farm team.
    

8. Deliver Continuous Value To Community Members. The farm team system is based on a sense of inclusion. Routine gatherings, online or in the flesh make the acquaintances into friendships. This reduces the cost and time for integration during a hiring transition.
    
9. Continuously Improve Community Information (CRM+). The backbone of the Farm System is the advanced CRM and financial management tools.
    
10. Make Contract Labor an Investment. Always offer contract and temp work to the farm team first. It gives an opportunity to see potential players at work and familiarity with styles and personalities.

Next: Recruiting Is A Conversation III

• What It Was Like
• What Happened I
• What Happened II
• What Happened III
• What Happened IV
• What Happened V
• What Happened VI
• Where It's Going I
• Where It's Going II
• What's Going On I: Recruiting
• What's Going On II: People
• What's Going On III: Older People
• What's Going On IV: Job Board Explosion
• What's Going On V: Waste Removal
• What's Going On VI: Job Board In A Box
• What's Going On VII: Massive Convergence
• Where It's Going III: Recruiting Is a Conversation
• Recruiting Is A Conversation II
• Recruiting Is A Conversation III

John Sumser © TwoColorHat. All Rights Reserved.
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Presentation from John Sumser, Recruiting Is A Conversation is available for download.

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