Choosing quality hires is critical to your organization’s ongoing success, but it can be challenging to find employees with the exact skills and qualities you’ve outlined for each role.
In our tech-driven landscape, employers often leverage online tools to find employees because it’s effective and efficient. But, it’s essential to include offline methods as a part of your search, too. By combining technology-driven tactics and good old fashioned face-to-face interactions, you’ll widen your net and increase your chances of finding even more highly skilled, motivated people to join your company.
Here are a few tips on how to find employees, including online and traditional methods:
Review Resumes Daily
Every day, thousands of people post their resumes on Indeed, which means each day presents a new opportunity to find talented and capable professionals who would fit well into your organization. Consider setting up a Resume Alert so you’ll be notified about job seekers who match your criteria. Then, set aside time in your schedule to review these new resumes. The sooner you find out about qualified job seekers, the faster you can schedule an interview and kick off the hiring process.
In addition to seeking qualified candidates outside your organization, consider if any current employees are looking for a change or promotion and might make a good fit. Not only will you already know this person’s strengths and experience, but because they know the organization, they may not need as much training and background knowledge as a new hire. Also, filling a role internally may mean retaining an employee who might otherwise have left the organization to pursue a similar position elsewhere.
Use Social Media
Social networks provide a great opportunity to get the word out about open positions. But if you’re going to use these channels to share your job postings, make sure you’re available to answer questions from interested job seekers.
There are a few things you can do to make social recruiting especially effective:
- Encourage sharing. Ask people to share the job posting with their networks. The more it’s shared, the wider the audience and the larger the pool of potential candidates.
- Promote your culture. Include photos and videos that depict your company culture to help generate excitement about the role and your company.
- Provide contact information. Consider including an email address where job seekers can reach out with any questions they may have before they apply.
Consider New Job Seekers
Just because someone doesn’t have a great deal of experience in your field doesn’t mean they won’t make a great employee – especially if they possess the soft skills and personality traits you’re seeking for a role. Unless the role for which you’re hiring specifically requires industry experience, as a leadership position, there’s no reason not to consider candidates who are fresh out of school or looking to make a career change. Never underestimate the power of a motivated individual who is eager to learn. After all, everyone has to start somewhere.
Help Employees Become Brand Ambassadors
When an employee loves their workplace, they naturally fall into the role of an advocate. They’ll tell friends and family about their great experiences, and are often the first to share open positions with their network. Employers can fuel this behavior by creating a voluntary brand ambassador program where passionate employees have the opportunity to represent the company at various events and earn special swag. Pair this with an employee referral program that rewards workers who help you find future employees.
Go to Local Universities
Teaming up with local colleges and universities is an excellent way to find qualified, new talent. Attend campus career fairs, offer to speak about your company in relevant classes or club meetings. In addition to finding a steady flow of interns, you can also engage students as they begin their post-graduation job search.
Increase Your Visibility
The best way to find employees is to make sure job seekers know you’re hiring. But with so many jobs posted online every day, it can be hard to stand out. There are a few things you can do to make your job postings more noticeable:
- Use specific job titles. The less generic the title, the more likely the job will be to catch the right job seekers’ attention.
- Be thorough. When job seekers search on Indeed, they have the option to narrow down their search by selected criteria. Include a location, experience level, salary estimate and other information to make sure your listing will appear in refined results.
- Opt for sponsored jobs. A sponsored job is a paid listing displayed at the top and bottom of relevant pages, and won’t be pushed further back in the results pages over time.
Broadcast Your Benefits and Perks
Competitive pay, flexible hours, generous paid time off, remote work opportunities, RRSP matching, free meals, on-site yoga classes – if you offer any particularly enticing benefits or perks, be sure to make them well known. Job seekers are highly interested in these sorts of details, and any special extras will help attract great people and make them more likely to apply.
Be sure to list your benefits on your Company Page and share this information in your job postings, too.
Keep an Eye Out for Talent Everywhere
From industry conferences and networking events to dinner parties and coffee runs, there are practically unlimited opportunities for finding potential new hires. You never know when someone may be looking for a job – or at least open to discussing new opportunities.
For example, if you’re hiring for a customer support position, be on the lookout for memorable customer service experiences. The friendly barista who engages you in conversation while whipping up your morning latte might be the perfect next new hire.
If you’re struggling to find employees, these tips can help make your search much easier. By combining online tools like Indeed Sponsored Jobs and Resume Alerts with traditional, offline methods like university career fairs and employee referral programs, you can increase the size of the talent pool from which you’re drawing and make your search for the best new hire much more effective.
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