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Craig Chrest, a seasoned Talent Acquisition Manager, with an impressive track record spanning over 30 years, takes an in-depth look at the recruiting process, and the importance of quality over quantity when it comes to talent acquisition. His commitment to delivering exceptional results and his passion for making a positive impact on individuals and organizations have made him a respected figure in the industry.
Quality Over Quantity: How to Stay Focused on the Candidates That Matter Most
Chrest’s approach to talent acquisition revolves around the principle of quality over quantity. Recognizing the significance of refined job postings, he emphasizes the importance of detailed yet concise job descriptions, transparent salary information, and strategic job titles. He believes that a diverse advertising strategy, encompassing various job boards, specialized hiring events, and nurture campaigns, is essential for attracting candidates who resonate with the company’s values.
Understanding the value of data, Chrest advocates leveraging market insights and competitor data to inform smarter recruiting strategies. He stresses the importance of maintaining close contact with candidates throughout the interview process to ensure their engagement and to demonstrate their value to the organization.
Top Talent Generates Excellent Results
Chrest underscores the critical role of attracting and engaging qualified candidates in driving organizational success. He emphasizes that hiring unqualified individuals can lead to complications, negatively impacting project outcomes and overall productivity. Maintaining a welcoming and inclusive culture aligned with organizational values is paramount for success, making the right hiring decisions crucial.
Retaining Valued, Loyal Employees Attracts Better Candidates
In his pursuit of new talent, Chrest does not overlook the importance of retaining existing valued employees. Acknowledging the impact of turnover on processes, productivity, and recruitment costs, he emphasizes the value of experienced employees in contributing to organizational success.
Skills-Based Approach to Hiring and Developing Talent
Amidst the evolving global economy, Chrest recognizes the urgency of upskilling and reskilling. With the aftermath of the Covid-19 pandemic affecting millions of jobs, a shift towards a skills-focused approach becomes imperative. Chrest advocates evaluating employees and new hires based on their skill sets rather than their work history, promoting a diverse and effective hiring strategy.
Supporting Career Growth and Learning Initiatives
Chrest highlights the importance of supporting employees’ career growth through upskilling programs. He cites examples of major companies, such as JPMorgan Chase, Amazon, and PwC, investing significantly in upskilling their workforce. Additionally, Chrest suggests providing employees with dedicated learning time and rewards, fostering a culture of continuous learning within the organization.
Shifting to a Skills-Based Approach in Hiring
Acknowledging the changing landscape of hiring, Chrest notes the shift towards emphasizing skills and responsibilities over qualifications in job postings. He advocates for a skills-based evaluation process, utilizing assessments and innovative approaches to gauge a candidate’s ability to perform, leading to a more diverse talent pool and potentially stronger retention.
Strategic Leadership in Talent Acquisition
Chrest’s leadership style in managing talent acquisition is rooted in fostering a collaborative environment that maximizes the talents and skills of recruiters. Unlike a micro-managerial approach, he places a high premium on accountability, recognizing the importance of nurturing a team that can adapt to the ever-evolving landscape of talent acquisition.
He emphasizes the significance of numbers as benchmarks for managing a candidate pipeline, but with a nuanced perspective. Chrest believes that the benchmark evolves with each recruiter’s experience, acknowledging the unique strengths each brings to the table. Rather than focusing on weaknesses, he dedicates time to identify and amplify individual strengths, fostering a positive and empowering work culture.
The 360 Recruiter Model
His philosophy is deeply rooted in the 360-recruiter model, which encompasses four essential aspects:
- Biz Dev (Business Development): Initiating and cultivating client relationships.
- Account Management (AM): Nurturing and maintaining client partnerships.
- Candidate Sourcing: Identifying and attracting potential candidates.
- Candidate Recruitment: Managing the hiring process and securing top talent.
According to Chrest, understanding the demand for each aspect within the team is crucial. By assessing the team’s needs and identifying the characteristics and skills required for each facet – be it BD, AM, Candidate Sourcing, or Candidate Recruitment – he ensures that each recruiter’s strengths align with the team’s requirements.
Positive Feedback and Continuous Improvement
Chrest’s commitment to positive reinforcement is grounded in the belief that constructive feedback should guide employees toward their correct fit within the team. He encourages continuous improvement by identifying and nurturing the strengths that contribute to the overall success of the talent acquisition process.
Utilizing Talent Management Software for Optimal Performance
Recognizing the importance of technology in modern talent acquisition, Chrest highlights the role of Talent Management Software. Specifically, he underscores the significance of tools like CEIPAL WorkForce, an all-in-one, cloud-based workforce management system designed to empower HR Managers and executives.
CEIPAL WorkForce: Revolutionizing Workforce Management
CEIPAL WorkForce emerges as a game-changer, offering a single, integrated platform for HR Managers and company executives. It provides comprehensive solutions for managing employee documentation, timesheets, leaves, expenses, business analytics, and more. The inclusion of an employee self-service portal facilitates quick query resolution, independent document viewing, and request submissions, promoting engagement and autonomy within the workforce.
In Chrest’s perspective, CEIPAL WorkForce plays a pivotal role in ensuring engaged employees, actionable data, and increased productivity. Its daily statistical dashboard for the Applicant Tracking System (ATS) proves instrumental in tracking and managing recruiter activities, enabling timely support and intervention when needed.
The Excitement and Impact of Recruiting: Insights from Craig Chrest
Drawing from his extensive experience, Chrest sheds light on the excitement and impact of a recruiter’s role. He emphasizes the transformative nature of recruiting, where every successful placement not only changes an individual’s life but also influences the direction and success of a corporation. Chrest elaborates on the impact factors, excitement factors, and career factors that make recruiting a compelling profession.
Craig Chrest is a seasoned Talent Acquisition Manager with over 30 years of experience. He has held various roles, including Regional Sales Manager, Senior Recruiter at Cap-Global Inc and JAB Recruitment, and Senior Executive Search Consultant. Chrest is the founder of CORP Talent Acquisition & Client Engagement, specializing in Contract Staffing and Direct Hire. He holds a degree in Journalism with a major in Mass Communication and a minor in Marketing from the University of Wisconsin-La Crosse. Beyond his professional endeavors, Chrest is a philanthropist dedicated to giving back to his community.
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