Recruiting qualified employees is a time-consuming process that requires skill, data mining, research, and due diligence. Every hiring manager and HR genius will tell you that qualifying and hiring the right employee for the job is a complex process. Hiring the wrong person can have a lasting negative impact on the team and affect company culture.
Where Does the Hiring Process Begin
If you want to find qualified applicants for your job opening, you need to go where the people are looking. Posting positions on your website, LinkedIn and other social media platforms are great places to start. It’s also common for recruiters to actively reach out on LinkedIn with job offers; you have probably been pitched by one yourself. Now that you have your branded properties covered, you need to get these job postings out to public job boards like Indeed, Glassdoor, and Monster. These platforms receive a lot of organic traffic but are also actively emailing and receiving referral traffic from email campaigns. While this does get your job posting in front of a lot of people, you will need to sift through the resumes to truly find a qualified employee.
Staff Referral Boards
Just like in business, referrals are a great way to grow staff. Allowing employees to recommend qualified applicants through email or an internal posting board is a proven way to acquire talent. Speaking of business referrals, reaching out to industry partners for leads on potential new hires is another smart tactic to leverage existing resources to acquire new talent.
As mentioned earlier in the article, you may have been contacted through LinkedIn about job opportunities. These are usually employees of staffing agencies or recruiting firms. These "head hunters" are paid to find qualified applicants for large companies, and it works, or they wouldn’t be doing it. Recruiting firms may cost you a little more upfront, but if they find the right fit, it’s worth every penny in the long run.
Managing the Hiring Process Internally
Many companies want to control this process because they know more about the candidate they want to hire than a recruiting firm. With that being the case, using an employee recruitment CRM to manage applicants and schedule follow-up communication may be necessary. Understanding that highly skilled applicants may be in high demand should prompt you to be more aggressive with your recruiting efforts. Depending on the climate of the job market, these applicants may only be available for a limited time. Having a recruitment CRM to manage the process and ensure adequate follow up will help prevent missed opportunities.
Good Luck Recruiting Your Next Superstar
Once you evaluate your needs, create the offer and get it out into the universe, good things will happen. People will respond, resumes will be submitted and the vetting process will begin. Using this information will help you along the way, but unique circumstances always tend to present themselves when you least expect it. So like anything else in business, shoot for the stars, but be prepared for the worse. If you miss out on that golden candidate, don’t stress about it. More qualified resumes will come across your desk. Take your time, manage the process and then celebrate your next superstar hire!
Finding and Recruiting Qualified Employees
Source: HR.com Articles