Optimizing Your Hiring to Get More Candidates

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In 2014 the Manpower Group, a global staffing agency, surveyed more than 37,000 business owners and discovered an amazing 36% of companies have experienced major difficulty in finding qualified job candidates over the last year, which is the highest rate since the 2007 Manpower survey. This means more than one third of all businesses are actively struggling to find adequate candidates to fill their critical positions. Are you recruiting for a business facing this challenge? If so, then you likely need new sources for locating more - and better - candidates for your clients.

If you have only tried traditional recruiting techniques like running newspaper classifieds, you probably have received middling or subpar results thus far. You will need to integrate some modern candidate sourcing methods with your older recruitment techniques to generate an increased quantity of candidates that actually match your job vacancies. Here are five fresh approaches to recruiting to consider today:

1. Participate in niche recruitment communities.

Instead of relying on general recruitment websites to find prospective job candidates, join and participate in niche communities that target recruitment efforts towards particular industries, professions or specialisations. The obvious challenges here are; 1) finding all the sites relevant to your industry, and 2) managing the incoming candidates from your various postings. At ZipRecruiterwe partner with niche job boards and route all responses back to a central dashboard, so recruiters can still receive the benefit of having their job ads all over the web automatically, without spending unnecessary time managing multiple accounts.

The key is to narrow your search to target only specialised candidates who are appropriate for your particular industry. While it might seem counterintuitive, by searching for applicants within niche communities, you will locate more appropriate candidates than you would by searching for applicants within larger, more generalised labour pools.

2. Use social media to attract an increased number of qualified applicants.

To source highly educated candidates, you often have to meet them where they gather, and these days most highly educated professionals gather on social media to promote their careers. The most obvious place to begin is LinkedIn, which is a social media platform designed for working professionals and their employers. LinkedIn offers you a service called “Recruiter” which allows you to interface with job hunters through “InMail” and manage your entire talent pipeline using a convenient online dashboard. While you are at it, be sure to join some of the topical discussions that happen on LinkedIn. There are hundreds of topics and groups to select from, so you are bound to find groups for your specific field or industry. Job hunters often participate in these discussions and you can get a sense of their knowledge, skills and abilities by seeing how they interact on LinkedIn.

You can use the same method on Facebook–join groups related to your business and interact with the individuals in those groups. Simply updating your own social channels with your latest job openings is an effective way to let relevant potential candidates know you are recruiting - ZipRecruiter allows you to post a customised update to Facebook, Twitter, and Linkedin as soon as you complete your advert. Sometimes this approach will help you convert a passive job seeker into an active job seeker–right in time before your competition does.

3. Talk to local colleges, universities and vocational schools.

Most institutions of higher education and most technical/trade schools possess liaisons who interface with employers to help match new graduates with open jobs. Contact the career centre at each educational facility to get into their recruitment database. Check in often and provide each centre with a steady flow of current job vacancies so they will keep you top of mind always. New graduates are hungry for employment and they possess current, cutting edge skills. Don’t pass by these rich sources of new candidates.

4. Contact local industry groups and trade associations for help.

If your company is a participant or member in local or industry trade groups, reach out to these organisations to find more candidates. Many of these types of groups host periodic career fairs and offers some form of employer-employee matchmaking. If your company belongs to an industry group–not necessarily a local one–that group can likely also help you source more candidates from a national labour pool. All of those prospective applicants are already educated, employed and active within your specific industry, so you’ll be accessing top notch talent.

5. Suggest your client start or improve an employee referral program.

If your client does not yet have an employee referral program, it may be worth exploring one now. They can offer their employees a benefit such as a £500 “finder’s fee” for each friend they recommend that is formally hired by your client. If they have an existing program in place, examine its incentives and see if they can offer better ones. Your client can publicise the referral program within their company often to get larger numbers of employees interested.

If you feel like your candidate pipeline is stagnating, it may be time to try something different. New approaches like these might seem daunting, but ZipRecruiter’s reach as well as its ease of use make these methods of candidate sourcing and hiring, easy. Combining these with your traditional techniques can have a huge impact on the amount of qualified candidates you see applying to your positions.


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