Contrary to popular belief, millennials are more than just selfies and what’s-in-it-for-me. They are also among the most tech-savvy, agile, and socially conscious workers in the workforce today. Fair or not, the reputation they’ve built up has recruiters and hiring managers stumped when it comes to handling them.
Make sure you aren’t left guessing how to appeal to the best of millennials. Here are some tips on getting the most out of your interviews with them:
Tell Them What to Expect
While notorious for being know-it-alls, many will be relieved to get info on expectations for an upcoming interview. This could be as simple as including the dress code and expected interview duration in an email. You could also mention whether the interview will be with a panel or just one person.
For the millennial who is just entering the workforce, you may be their first or second interview in their new field of expertise. Make it easy for them to succeed to ensure a positive hiring experience.
One of the toughest issues for companies is hiring someone who is unable to benefit from or apply feedback and advice. To weed out the un-coachable candidates early on, ask about a time they’ve doubted their ability to deliver on a task. This will force the candidate to describe a challenge and what they did to face it.
Their answer will reveal whether they resort to blaming others, crumble under pressure, or rise to the occasion and grow.
Rethink Experience-based Questions
It can be difficult to ask experience-based questions when a candidate has only two summer internships under their belt. If this is the case, zero in on extracurricular activities. Instead of asking how they handled a marketing campaign that netted a loss, ask them to tell you about a time their volleyball team lost a big game and how they coped with it.
Looking at and discussing a candidate’s extracurricular activities can also give you a more accurate glimpse into their personality and interests.
Speak Their Language
Job descriptions have been historically focused on the mechanics of the job itself. However, millennials are just as concerned with who they’re working for and how their role fits into the team. In the interview, make sure to describe the company’s goals and how the candidate’s work will fit into that picture.
Additionally, cash is not king for this generation. They are equally, if not more, interested in growth opportunities than their exact salary. So make sure to talk about professional development opportunities (if any) as well as potential paths for advancement in the company.
Look at the Big Picture
Sometimes, managers are so focused on what they need right now that they completely overlook potential in front of them. You need employees who can get the job done and get it done fast. But if you are looking to check every must-have item on your list, you may just miss out on the biggest must-have of all: someone who is eager to learn and will very quickly absorb everything you teach.
While you probably have more pressing and urgent criteria for that position, don’t be afraid to step back and consider creativity, innovation, and drive that will ultimately help the company’s bottom line.
When You Find the Good Ones, Lend a Hand
If you end up hiring someone who defies every negative millennial stereotype on your newsfeed, the time will come to put their long-term goals above your own current needs. The time will come, eventually, to be only and entirely on their side, and use your influence to help them take the next step. Even if it means losing them. Even if the next step is a job at another company.
That’s how you win employee loyalty. Forever. And who knows — you may just be nurturing someone who will come back later with more skills and experience.
While it’s a widely accepted concept that millennials’ values, attitudes, and priorities differ significantly from those of baby boomers, many continue to use the same old interviewing strategies on them. But what millennials want are what most candidates are also coming to expect: transparency, respect, opportunities to grow, etc. Does this mean that interviews in general are due for an overhaul? Only time will tell.
Hiring the right employees can make or break your business. Employee recruitment is about managing stress, as you will constantly be judged on your selection, and you obviously cannot please everybody in your organization.
However, there are certain rules that you can use to hire the right employee for your business every time:
1. Look for Someone With a Commitment to Their Career
A person committed to his or her career is the candidate you want to hire. You don’t want to hire an employee who switches careers or jobs frequently, just to get a higher salary. If a candidate is not loyal to any company, hiring this person could definitely be a problem for your business.
Always check the candidate’s previous job duration and if he or she is switching jobs constantly, this is definitely not the right person for the job.
2. Test for Excellent Learning and Analytical Skills
Try to use different methodologies to assess the learning and analytical skills of your candidates. Testing candidates might be tricky, but don’t evaluate candidates merely on the basis of their resume and their confidence because a resume can contain lies.
A candidate with confidence is great, but what you really want is a candidate that has the right skills and educational requirements. Satish Bakhda from Rikvin.com believes that a candidate with confidence is great, but what you really want is a candidate that has the right skills and educational requirements.
3. Check Compatibility
You want to find an employee that will fit in with your company’s culture. Check whether the candidate has social skills to get along with others, especially with current employees and managers. Ask how he or she is managing current business clients to judge compatibility skills.
Remember, willingness is one of the primary things a candidate must possess to work with you. And if a person cannot get along with his or her current clients or previous bosses, it’s not such a great idea to hire that candidate.
4. Keep Improving Your Hiring Process
Whether you are hiring employees for a big organization or looking for some potential candidates to build your start-up, the hiring process is the first and foremost factor you need to focus on. Make sure you are following these steps in your hiring process:
Instead of asking magic bullet questions or irrelevant questions, you always need to focus on getting to know the capabilities, knowledge, skills, confidence, attitude, and potential of the candidate.
When you advertise job vacancies for your company, make sure that all the job requirements such as responsibilities, required education, experience, knowledge, and skills are clearly mentioned. It will help you in evaluating candidates and attracting applicants that fulfill all of your responsibilities and requirements.
It’s also a good idea to involve other people in the evaluation process, since more opinions can lead to finding the right hire.
5. Don’t Forget to Hire Interns
People may disagree, but this is one of the best ways to hire the right employee for your business. You know all of their strengths, weaknesses, skills, knowledge, attitudes, behavior, confidence levels, and even practical evidence of work. What else do you need to know?
You’ve already done the hard work in picking an intern, so why not hire from this potential pool when looking to fill permanent positions?
6. Get Social With the Candidates
Asking personal questions won’t get you anywhere, and could be awkward and uncomfortable for both parties. Rather, you or your human resources team should be analyzing the candidates’ presence on social media. This can be a great strategy, especially if you want to hire employees for tech businesses.
You’ll be surprised what you can find out about a candidate by researching their social presence. Did you know that more than 90 percent of companies prefer to recruit through social media platforms such as Facebook, LinkedInLNKD +0%, and TwitterTWTR +0%? If you look at the list of Fortune 500 firms, you’ll see that 45 percent of these firms list job openings on social media.
Although it may not always be the most pleasant aspect of the job, hiring and firing is an essential part of running every business. In order to prevent potential lawsuits, all employers should be aware of the following simple, although not always obvious, employment law tips.
Follow Anti-Discrimination Guidelines.
All pre-employment inquiries, whether on advertisements or applications, during interviews or informal lunches, must comply with anti-discrimination laws. As such, employers must avoid any and all language indicating employment limitations or exclusions based on race, national origin, color, religion, age, sex, marital status, sexual orientation, or disability. Although the need to follow such laws might seem obvious, slipping into suspect areas is easier than one might think. For instance, the following are examples of prohibited discriminatory language:
“Seeking bright, aggressive female” – Discriminates against sex
Need someone “willing to work on his/her feet.” – Discriminates against disabled persons
Looking for “young, energetic” applicants – Discriminates against age
“Are you a U.S. citizen?” – Discriminates against ethnicity
“Family people” seem to do well here – Discriminates against marital status
The best option for employers is to stay away from any language that could potentially be interpreted as discriminatory. If an inquiry appears at all suspect, employers should change the language and/or consult an attorney. For further information regarding compliance with the Americans with Disability Act (ADA), review the U.S. Equal Employment Opportunity Commission (EEOC) guidelines detailing the types of disability-related questions an employer may and may not ask of an applicant. The guidelines are available on the EEOC website at http://www.eeoc.gov.
Preserve the At-Will Employment Relationship.
Most states either have “at-will” employment or “presumption” of the at-will relationship. “At-will” employment is generally defined as “an employment, having no specified term, [which] may be terminated at the will of either party.” This means, in theory, an employer and/or employee may terminate an employment relationship, at any time, with or without cause, with or without notice. An at-will presumption may be rebutted by evidence of a written or oral contract agreeing to terminate the employment relationship only for good cause. Employers desiring to maintain the at-will nature of employment should not enter into such contracts. Potentially more dangerous, however, is the possibility of creating an implied-in-fact contract. Even where no express written or oral employment contract has been formed, courts have construed a variety of factors, such as length of employment, promotions or commendations, and lack of criticism received by the employee, to find an implied contract of continuing employment. For example, the following phrases might be construed as implying an employment contract for a specified duration:
“Like one big happy family”
“Do a good job and you’ll always have a job”
Asking for candidates willing to make a “long-term commitment to the company”
“Don’t worry, we’ll always find a place for you”
If an implied contract is found, employers who do not have evidence substantiating “just cause” for a termination, may have a very difficult time defending wrongful termination lawsuit. The best way for employers to protect themselves is to express, in writing, their at-will employment policy. Employers should repeat the policy over and over, in employment applications, employee profile forms, employee handbooks, and more. To that end, employers should obtain a signed, written acknowledgment, from every employee, agreeing to the at-will employment relationship and specifying the exclusive way to alter such status.
Create an Effective Job Application.
In addition to gathering relevant information, employment applications serve another worthy purpose — they can be designed for damage control in anticipation of the possibility an applicant/employee may sue for defamation, invasion of privacy, wrongful termination, and more. An effective job application should contain:
An authorization to check all information listed by the applicant, including references, work record, education and other matters related to the employee’s suitability for employment. Checking this information helps protect employers from potential “negligent hiring” lawsuits
A statement that all answers given by the applicant are true, and any omissions or false information are grounds for rejection of the application or for termination.
A clause preserving the presumption of an at-will employment relationship.
Language advising applicants the employer may conduct a review of their public records, such as records documenting an arrest, indictment, conviction, civil judicial action, tax lien, or outstanding judgment. Note, in some states, however, employers who receive information about applicants from public records must provide the applicant with a copy of the public records within a specified number of days, unless the applicant waives the right, in writing, to receive such information.
Additionally, employers should require applicants to separately initial each of these sections. By drawing attention to the specific provisions, employers weaken any potential claims by applicants alleging they were not made aware of what they were signing.
Track Employee Performance.
Document, document, document… Maintaining written documentation of employee performance benefits employees who perform well because employers then have a record on which to base promotions and raises. Moreover, evaluations ensure employees know their employers recognize their strengths and quality work. Employees who are performing well but are not given evaluations may feel as though they are not appreciated and their work is not noticed or valued. Tracking poor employee performance also ensures employers have the critical documentation to discipline or terminate those employees when necessary. It also enables employers to defend against meritless unemployment insurance, discrimination, or wrongful termination claims. Further, evaluations provide poor performing employees with ways to improve their performance, as well as the incentive to do so. Whether the employee performs well or poorly, the most important thing for an employer to remember is to evaluate honestly. The documentation should accurately reflect how the employee is truly performing.
Train Managers Thoroughly.
I is essential managers and supervisors follow the law, company guidelines and policies. Otherwise, employers will likely be the ones held responsible. As such, employers should ensure all managers and supervisors know how to:
Handle problem employees;
Prepare honest and thorough performance evaluations;
Avoid sexual harassment; and
Ensure implied contracts of continuing employment are not created.
Consider Potential Claims Prior to Terminating Employment Relationships.
Before terminating an employee, make sure to have documentation establishing the termination is based on legitimate, non-discriminatory reasons. Moreover, considering the following list of topics can help employers become alert to potential legal issues which could follow a termination.
Were any state and/or federal laws potentially violated (is the employee physically or mentally disabled, pregnant, etc.)?
Are there any employment contracts (written, oral or implied) specifying the duration of employment or the terms for termination?
Are there any company policies which may limit the employer’s right to terminate the employee (notice requirement, progressive discipline plan, etc.)?
Is the employee eligible for unemployment insurance?
Are there any potential legal ramifications if you do not terminate the employee?
Hopefully, these simple tips will provide employers with a foundation upon which to base their hiring and firing practices. However, as the different state and federal laws surrounding hiring and firing can be very tricky, the best advice for employers is to educate themselves when questions or confusion arise. Time spent preventing a lawsuit is time well spent.
Here are some great ways to build your talent pool:
Include a call to action at the end of every article published on your career blog and invite potential candidates to join your talent network.
Create a social media post that includes a link to an application form for your talent network.
Invite candidates to attend your recruitment event and collect their contact information via the application form on a specialized landing page.
Organize an online webinar that would be of interest for your candidate persona and collect their contact information via the application form on a specialized landing page.
Create an interesting career guide or an eBook and ask potential candidates to fill in a short application form in order to download it.
Step #9: Manage your talent pool
Filling your talent pool with great candidates don’t mean a thing if you don’t actively manage it.
Successful talent pool management starts with segmentation. Divide your talent pool into different groups.
This will enable you to nurture your candidates with highly personalized and customized marketing campaigns.
You need to stay in contact with your potential candidates, nurture and engage with them until they are ready to apply for your open job positions.
You will do that by delivering useful, relevant content to their inbox via your newsletter regularly.
Step #10: Use paid advertising
When I mention paid advertising to HR professionals, they usually immediately think of paid advertising on online job boards.
But paid advertising offers so many more great opportunities to reach candidates, especially passive ones – those that you won’t find on job boards.
Paid advertising can put relevant content in front of your ideal candidates, whether they’re searching for jobs on Google, using social media or just casually browsing the internet.
Here are the 4 key types of paid advertising that are most useful in recruitment marketing:
Search advertising Many candidates start their job search on search engines like Google or Yahoo. Paid search advertising can place your job ads on search engine results pages.
Display advertising Paid display ads are classical banner ads you see when you’re browsing the internet. With paid display advertising, you can show your banner only to people who match your candidate persona’s characteristics and behaviors.
Social media advertising Social media advertising means paying to promote your ads, posts or sponsored stories on social media networks like LinkedIn, Facebook, Twitter, Instagram, etc. Paid ads on social media will ensure that your job post reaches a larger number of people who match your candidate persona.
Retargeting With retargeting, you can show your ads to people who already visited your career site. For example, you can retarget people who started filling your job application but left without submitting it.
Step #11: Measure recruitment marketing results
Finally, you need to measure the success of your recruitment marketing efforts.
By gathering metrics on what works and what doesn’t you can adjust and improve your recruitment marketing plan.
In order to achieve even better results, you need to experiment.
By tracking your metrics, you can test different campaigns and identify job ads and calls to action that work best.
Implementing a recruitment marketing strategy is much easier when you have all the help you need in one tool, created especially for recruiters!
‘Employees with disabilities will be more loyal and committed if given the opportunity’
Most recruiting occurs from the perspective of the perceived ‘best available candidate.
Even in large organisations who implement implicit strategies to increase the representation of people with a disability, the ingrained HR policies and processes are designed to filter out less credentialed candidates.
There have been many examples where an explicit strategy is not enough to make change.
Often a dedicated resource is required internally to identify these barriers and break them down so candidates with different capabilities and experience are included,
In Australia, one in five people live with disability, so 20% of the potential candidate pool is cut off if people with disabilities are not considered for roles.
However, that doesn’t make business sense and doesn’t make sense for the economy either.
For many smaller employers, it is often the perception or fear of the unknown.
The increased time in training and developing staff instead of choosing highly experienced staff on day one, the fear of having to make major changes to the workspace or invest in specialist equipment.
Research routinely finds that while the initial investment in training and development can be greater, the staff loyalty, increased retention and long-term commitment far outweigh the initial costs.
That’s why disability employment organisations exist, to assist employers with on-the-job support and training as well assisting the employee through all the early hurdles and anxieties that any new employee faces.
So, what are some of the positive flow-on effects of hiring someone with a disability?
Consumers are expecting much more from the businesses they engage with.
They expect the workforce to be reflective of the greater community and they expect a commitment to social and environmental outcomes.
Employers who take the time and effort to provide opportunities for those often overlooked regularly remark that it was the best decision they have ever made and the employees have quickly become incredible assets to their business.
“People with disabilities want to work. They will be more loyal and committed if given the opportunity.”
Diversity and inclusion were seen as something that was good to do, but now can be included as an indicator of good governance and potential financial performance. Inclusive workplaces are generally more positive with innumerable flow on effects throughout the workforce, customers and the community.
The impact of a specific disability may be of no relevance to a specific task, and for that reason they could be a fantastic future employee.
It is hard and can be filled with knock-backs. That only makes securing the job all the more special when it happens. Is it little wonder why these employees turn out to be very loyal to the businesses that gave them their first opportunity? Sustained, meaningful employment gives people a sense of identity and self-worth, increased confidence and expanding social networks. It also leads to financial independence and opportunities to gain skills, knowledge and develop a career.
Talented people are bombarded with opportunities. So many that yours could easily be lost in the crowd. There’s a simple way to make your opportunities stand out — package your jobs as if you’re marketing a product.
I was reminded of this method when I was in the tea aisle of Whole Foods Market. If you’ve never been in their tea aisle, it’s a plethora of color, size, and shape. It’s quite a sight … and a potential sales nightmare for individual suppliers.
Manufacturers have learned to compete in this cornucopia by packaging their tea in boxes, tins, and containers of all colors, sizes, and shapes to attract your attention.
There was a woman standing in the aisle gazing at the wall of tea. As I watched her consider her options, I noticed that she was scanning the shelves, occasionally picking up a box or tin, checking out the back and then either placing the item in her cart or putting it back on the shelf.
I watched a bit longer, curious about the system she had going. Eventually my curiosity won out and I approached her.
“Excuse me, I hope I’m not intruding. I was noticing how you were looking at tea. I’m a consultant. My clients are always interested in how people make choices. I noticed you’re very particular with what you’re looking for. May I ask why?”
“Well,” she started, “I’m bored with my current brand of tea. I’ve decided to try some new flavors and brands. Maybe there’s something better than what I was buying before.”
“Okay, and how are you going to pick?”
“Well, I like a robust tea so I’m looking for cues — pictures or words — on the front of the box that tell me it might be full-flavored.”
“Okay. I noticed that when one grabbed your attention, that’s when you picked it up and checked the back.”
“Right. The front of the box is what captures my attention. Then I look at the back to finalize my decision. Simple as that.”
Tea Lady reminded me that packaging matters. How something is packaged either grabs or repels our attention.
This is why good jobs are often overlooked. They’re poorly packaged.
To get the attention of top talent, you must think like a product marketer. Your packaging (ads, posts, and verbal communication) must quickly grab people’s attention. This is the “front of the box.” Only after you’ve gotten a candidate’s attention will the details matter (the “back of the box”).
Take these steps to improve how you package opportunities.
Next time you’re in a retail establishment, notice how product marketers package their offerings. Note the colors they use, the pictures they choose, and how carefully and sparingly they use words on the front of the box.
Imagine your jobs were in a store competing with other opportunities. Each job is in a box, waiting for top talent to come down the aisle.
Design the “box” with the jobseeker in mind. What pictures, words, and colors can you use to grab people’s attention?
Test out a few designs with internal staff or an external focus group.
What this looks like in action: A tech company with great opportunities was drawing in a trickle of talent. Using these steps, it created colorful images and short videos (under 10 seconds) of current employees sharing brief soundbites about how working at the company has improved their lives. It used these same soundbites as the opening content for written postings and conversations with candidates. Today, the company draws in a strong steady flow of highly qualified people.
Your jobs are important. They’re a product as important as what your company provides to its customers. Package them so that they stand out and get the attention they deserve.
How to Generate Sales Leads Using LinkedIn: 2 Tried-and-True Methods to Target, Prospect, and Close Sales Deals Without Cold Calling
June 5th, 2019, 10:00 A.M. EST
When you think about generating leads using LinkedIn, what comes to mind? Let’s set the scene:
You sign in to LinkedIn
You scout for potential prospects
You request connection with potential prospects
You send a carefully crafted message to said potential prospect
Rinse and repeat… 100 times… 200 times?
You receive 5 replies
You actually speak to 1 of these potential prospects
What if there was a different way... a better way… to target, prospect, and close sales deals using LinkedIn?
Guess what? There is! And you’ll learn about it in this FREE webinar! Join us on Wednesday, June 5th 2019 to learn how to use LinkedIn to generate sales leads and nurture relationships–all at the same time.
Marketing your agency in an industry as crowded as recruitment can be a huge challenge. Good recruiters know how to hustle so standing out by working hard will only get you so far. Committing yourself to content marketing will get you a leg up on some of your competitors but it will remain difficult to get ahead if you are using the same tactics as everyone else. You can hire a recruitment marketing agency (like us!) but we recognize that its not in the budget for some.
What you want to do is separate yourself from the field. In other words, you need to think about what recruitment marketing tips you can implement that nobody else is already trying in order to stand out in a crowded market.
With that in mind, here are three legitimately killer marketing ideas that will help you get noticed!
1. Next-level content
Create a next-level content. Next-level content is content that is so good that there is simply no way it will not be widely shared among your target audience.
Here are three ways to get this done.
A. Dig deep
So if you’re not a recruitment marketing agency, how can you do something similar?
Brainstorm areas where you think you can add the most value to your clients and candidates and do not be afraid to dig deep into the topic.
This means putting in the necessary time to do the following:
research your topic comprehensively (this may take you 10 hours or more!),
find a writer/editor to help distill your ideas into the most engaging text possible,
hire a designer to create images that will enhance your content,
engage a developer if you need custom functionality that your blog software doesn’t support out-of-the-box.
Even if it takes you 40+ hours, if you create an awesome post and promote it effectively (a topic for another time), you will see a return on your investment.
Key takeaway – It is much more valuable to write a single awesome article that attracts likes and shares on social media, and links from other sites than 20 posts that nobody ever reads since they offer nothing of value.
B. Get interactive
The same old rehashed blog posts are boring and nobody wants to read them. Instead, think about how you can create an interactive tool that both looks great and provides immense value to your reader.
The number of possible tools a developer could build for you is only limited by your imagination but if you’ve never thought about doing this before, it can be tough to know where to get started. Interactive mapping and websites where your clientele can click and get information is a great way to show where jobs and candidates are.
C. Use the Skyscraper Technique
If you can’t find the imaginative spark you need to get started on any big projects, you can simply use other people’s work as your starting point with what is called the Skyscraper Technique.
This technique, which is covered in great detail in The Recruiter’s Guide to Online Marketing, shows you how to find content that other people have created that has been widely shared (on blogs and social media), and then turn that content into something far better and more valuable for your audience. By starting with something you know people liked before, you are more likely to produce something that has a broad appeal.
2. Reddit ads
Most ad markets, such as Google AdWords and LinkedIn, are incredibly saturated, which means that most recruitment advertising ideas you can think of are expensive and tough to justify on a small budget. However, there is one area where you can still find very cheap advertising – Reddit.
For those who don’t know, Reddit is a site that allows people with similar interest to share and view links on a “site within a site” called a subreddit. For example, people who like “things that make you go AWW!” (think puppies and kittens) tend to frequent the r/aww subreddit. Many of these subreddits have tens of thousands of daily users and will accept ads at reasonable prices.
If you want to get learn more, head over to Reddit’s advertising page and walk through their simple advertising setup.
When you get to page 2, you’ll want to focus the majority of your attention on the targeting section. While interests and collections are reasonable targeting options, we recommend targeting the specific subreddits where you know the people you’re looking for are hanging out.
3. Free online software as lead gen
This one is definitely going to be the trickiest recruitment marketing tip to pull off but if you can do it successfully, you could have new leads pouring into your business.
The best way to attract new customers is to offer them immense value upfront. A company who does this very well is Hubpsot. They have a tool called Website Grader that lets you enter your website URL to see how well it scores on a number of metrics such as speed, SEO, mobile-readiness and security.
Doing these simple but effective marketing strategies can make a real difference in recruiting your best clients! IPA is here to help. Network and ask your fellow recruiters what works!
With an unemployment rate of 4.1% in the U.S. and thousands of jobs being added, it’s clear that we are in a candidate’s market.
But when there’s high demand for employees, especially employees with specialized skills, sourcing and placing candidates can be difficult. According to a recent recruiting industry report conducted by Top Echelon, LLC, 40% of recruiters’ clients told them there weren’t enough candidates to pick from.
Using recent industry trends, I detail which industries have the most difficult time placing candidates and where you can look to solve sourcing problems.
In which industries are candidates sparse?
In general, it’s more difficult to find qualified candidates for industries requiring highly specialized and skilled workers.
Recruiters report that the top 50% of placements were made in four STEM-related industries in 2017. These industries are manufacturing (24%), healthcare (11%), engineering (8%), and information technology (7%).
The industries candidates are most sparse in are the same industries that have the highest hiring rates. Recruiters said that they had the most trouble making placements in engineering (19%), information technology (13%), healthcare (10%), and manufacturing (7%).
So, why is it so difficult to find candidates to fill positions in the most popular industries?
Since 2012, IT jobs have increased by over 470,000, and healthcare jobs have increased by over 600,000. Plus, many of the qualified candidates you need already have jobs.
You might have a few go-to platforms you use to advertise job postings, but it’s important to switch things up and test the results.
Many of the best candidates either have jobs already or are being actively pursued by your clients’ competitors. So, you will need to source passive candidates along with active ones.
Here are some tips to help you find highly sought-after talent.
1. Let candidates find you
Before you can find top candidates, verify that the job description is straightforward and attractive to potential candidates. After all, the job description is basically your client’s sales pitch to get people to work for them.
Next, make sure candidates can find you by posting the job description on job boards. You can simplify this step by using an applicant tracking system (ATS) that pairs with job boards. If your ATS is compatible with the job board, resumes will automatically upload in your ATS. IPA’s Job posting Recruitment Management System,RMS tool assists you with this option and puts candidates and jobs at your fingertips with a network you can trust!
Branding is another important part of getting candidates to find you. You want potential candidates to recognize your recruiting business as well as your client’s company.
Help promote your client’s employer brand. If they have a strong reputation for treating their employees well and promoting their development, candidates will seek you out.
2. Scour social media
Social media platforms like LinkedIn, Facebook, and Twitter are especially useful for tracking passive candidates, building relationships with them, and eventually getting them to apply for open positions. Passive candidates probably don’t look on job boards, but they may actively use social media.
You can search specific details about candidates you are interested in finding. For example, you can conduct searches based on locations, industries, job titles, and skills. These searches can lead you to top talent.
If you’re still unconvinced about the effects of social media recruiting, keep in mind that 39% of recruiters said they found their highest quality candidates on LinkedIn.
Once you search people on social media, connect with them.
Post and share jobs from your social media pages so all your contacts can see. Or, you can personally send job postings to potential candidates through the messaging systems.
3. Reference your database
You might also find the candidates you need by looking in your recruiting database. Search for candidates by location, skills, education, experience, etc. Then, you can reach out to them directly to tell them about the open position. You can even use email marketing to send out mass alerts to qualified people in your candidate pool, saving you time.
Because these candidates are in your database, you already have a relationship with them, which will further encourage them to apply.
4. Ask for referrals
Using referrals is another great way to find passive and active candidates. You can ask your current candidates to refer you to their peers. Or, you can gather referrals from fellow recruiters.
Nearly 25% of recruiters reported that referrals were how they found their best candidates.
If you want, you can do split placements with other recruiters. That way, you bring the job order and the other recruiter provides the candidates. Your split placement partner can refer you to qualified candidates and help you expand your database.
5. Communicate continuously with candidates
Finding qualified candidates requires you to actively recruit them even after you’ve sourced them. Don’t miss out on candidates because you don’t follow up with them during the hiring process.
After you’ve found great candidates, let them know where they’re at in the hiring process, do everything in your power to keep the process short, and continue to sell your client’s employer brand.