World of Recruitment Has Changed
in today’s world is taking on a whole new meaning.
The tried and true methods of the past are not working any more.
Advertising in the newspaper seems to be a waste of time and money
because the response from newspaper ads continues to dwindle. The
help wanted advertising of most newspapers is less than half the
size they were a couple of years ago.
jobs on some of the large web-based job boards often results
in too many responses from unqualified candidates. Even when
using the local job boards that are targeted at specific communities,
it is a crap shoot at best. It is a lot like going fishing – sometimes
you catch a lot of fish. Other times the fish don’t take
the bait at all and you go home empty handed. Usually, you catch
the kind of fish you don’t want. So what can you do to find
the necessary talent? The answer is – you recruit. Go to
where the candidates are.
Pursue Candidates. The old way of putting an ad in
the paper or on a job board and waiting for the best is an outdated
practice. Talk to anyone trying to find accountants, IT specialists,
trades people such as carpenters, welders, mechanics and electricians,
civil engineers, anyone in the health care industry or just about
any other field and you will hear the woes of finding acceptable
candidates. Therefore, if you find a good candidate, pursue the
candidate and do not let him or her get away. If you see a resume
of someone you want to speak with, call them and follow up with
an e-mail and do it quickly.
Creative. If the old way isn’t working, something new
and different must be done. Do the employees of your competitors
hang out at a particular coffee shop or bar after work on Friday?
Contact the local charitable organizations who sponsor refugees
or immigrants from foreign countries to see if they can refer potential
employees to your company. Become a friend with the placement officers
of the local colleges and trade schools. Give your company some
exposure to the community. Get your public relations department
to have articles written about your organization in the local paper.
You’d be surprised at the interest generated by a positively
worded newspaper article.
Looking for Comparisons. One of the best ways to lose a good
candidate is to keep shopping after you have found what you are
looking for. If you have identified someone who meets your needs,
negotiate a hiring package quickly. Too many candidates are held
on a string for too long after the initial contact and lose interest.
If you are interested, show the interest by giving them attention.
at Past Employees. If employees left your organization in
good standing, contact them to see if they would be willing to
return. People often leave jobs looking for greener pastures. Often
times, they find the pastures are brown and are too proud to contact
their former employer. Even if the former employee does not want
to return, you may get a referral to a good candidate.
Relationships. The successful recruiter of the future
will be those who are able to have qualified people referred to
them. The good recruiter will create good relationships with university
professors, alumni associations and the people who are involved
in specific trade associations. Get to know these individuals,
take them to lunch and discuss your needs. Bring them to your facility
and show them around. This is an excellent and inexpensive way
to get referrals.
Not Scrimp on Your Recruitment Budget. When it becomes harder
to find the people you need to properly operate your business,
the cost of recruitment will go up. A comparison of last year’s
recruitment budget carries little weight. Find ways to maximize
your efforts and stop spending money on things that don’t
Determine “Must Haves” and “Nice to Haves.” Each
time a specific qualification is placed on a position, it narrows
the availability of qualified people. Many times so many “must
have” qualifications are placed on a job that it narrows
the job search to a very select few. Take another look at the must
have qualifications and take away those that are not absolutely
Your Culture. The people with the best technical qualifications
may not be the best person to hire. A prime example in the sports
world is Terrell Owens who is probably the most physically talented
wide receiver in professional football. The havoc he created with
his two previous teams is well documented in the sports world.
Make sure you hire people who fit in well with the values and culture
of your organization.
the old ways aren’t working, then changes must be made.
The most creative solutions will win. When it comes to recruitment,
start thinking outside the box. Now go get them!!