Top 5 Best Practices in Candidate Sourcing
TIP 1: Utilize Employee Referrals: You already have great and productive employees who not only get the job done, but also fit in with the company culture. Why not utilize their address book or Facebook friends list? Looking at employee referrals as potential candidates is a great way to find qualified people without having to use social media or a headhunter. Referrals can also help speed up the hiring process and give you inside knowledge about the candidate’s character, personality and work ethic so you can streamline the hiring process. Jobvite also found from their research that it took an average of 29 days to hire an applicant from a referral — 10 days quicker than a job board and 26 days quicker than a recruiting site.
TIP 2: Spend Time on the Job Description: This part of the recruiting process is often overlooked, but it can actually be one of the most important factors in finding that ideal candidate. Spend some time crafting a job description that accurately reflects not only the importance of completing tasks, but also qualifications and work experience necessary to benefit your company. If the job required 2-3 years of experience, make sure you say so. Don’t be afraid to talk about what you don’t want in a candidate either. A number of small businesses fail to accurately describe the details of the job, and therefore, don’t get the best possible candidate applying in the first place.
TIP 3: Use Social Networks: This may seem overwhelming, especially with what seems like an endless number of social media sites out there, but if you aren’t utilizing Linkedin, Facebook, or any other social media source, you are missing out on a number of recruiting opportunities. Start with creating a good online presence with a complete company bio and contact information. Make sure you appear human so potential employees feel an instant connection to your brand and company culture. Then, start using social media resources like filtering Facebook ads to those who have previously shown interest in your brand. You can also look into applicants Linkedin, Facebook and Twitter profiles before bringing them in for an interview.
TIP 4: Get Out of the Office: It’s easy to just draft a job description, post it online or in a local print publication and wait for resumes to come to you, but that doesn’t guarantee you’ll find the best candidate. Get out of the office and away from your computer and find the brightest and hardest working people out there. Go to trade shows or conferences and talk with people about their background and work experience. Go to colleges and universities when they host job fairs and talk to recent or upcoming graduates about their future plans. In this ever-changing and dynamic professional landscape, you need bright young minds with experience with technology, even if they don’t have “real-world” experience just yet.
TIP 5: Stay in Contact with Candidates: As a job applicant, there is nothing worse than applying for a job or going in for an interview and not hearing anything from the company for weeks. Stay in contact with potential employees. Busy schedules are understandable, but if a candidate doesn’t hear back from you after a week, he or she may take another opportunity. Keep them informed about where you are in the hiring process. If you offer the job to the candidate and they turn it down, don’t burn that bridge. Stay in contact. They may change their mind six months from now or a position may open up at your company they are better suited for and more excited about.