Time-Honored Ways to Recruit Job Candidates
In light of the unstable economy, employers are finding that the candidate pool is not just abundant, but overflowing with potential job candidates. While this is good news for companies with positions to fill, it makes finding the right candidates a daunting task.
Searching through resumes, contacting prospective employees, and checking references—all while worrying about running out of time to fill that void in your workforce—is enough to shake the confidence of even the most seasoned HR professionals. However, by networking and building a pool of possible candidates, companies are more likely to find the team members they need without the stress of an employment deadline.
Tell Your Candidates Exactly What You’re Looking For
The first step in finding the perfect candidate is to be as specific as possible in your job posting and job description. What are the primary tasks required for the position? What educational background and hands-on experience would you like potential candidates to have?
A well-written job summary not only lists job expectations, but also mentions the personality traits and characteristics of your ideal candidate. Work closely with your hiring manager and/or Human Resources department to help define your expectations and narrow your focus.
Use Your Resources to Their Full Potential
In addition to traditional applicant search methods, such as temporary placement companies and online job postings, some companies find success in using a one-on-one approach.
The most powerful tool in any company’s possession is their current staff, especially when dealing with industry-specific trades or skill set. Employees are always networking with others to acquire new skills, keep up with industry changes, and stay on top of company news. If you were to approach one of your employees and ask if they know any qualified candidates, they would most likely be able to produce at least a name or two for consideration. This is especially true if there is a monetary incentive for finding a new employee. Many companies have employee-referral programs set up to reward their current employees for recommending a successful new employee.
Networking efforts should expand beyond the company employee pool, especially when searching for new employees on a larger scale. Organizations need to keep in touch with sister companies, conglomerates, and inside industry contacts. Perhaps a colleague has heard of an up-and-comer looking for a starting position, or they may have some recent applicants who weren’t a good fit for their company but might meet your job requirements.
For the best information on how to recruit better behavioral health and social service candidates, contact PsychPros.