Rethink the way you recruit, hire new employees
Posted On: 3-4-2015 | Posted By: Shawn Barnes, Director of Business Development and Recruiting
All business owners have faced this dilemma: a valued employee informs you that he or she has accepted an offer to join another company, leaving you to begin the search for a replacement.
And just as you have done time and time again, you often reach for a file that contains the same old newspaper classified advertisements that you have used to find new employees over the years … but have you considered there might be a better way to fill that position?
Finding the right candidate to fill a position doesn’t have to be a laborious, time-consuming process that leads you and your company into a realm of uncertainty with candidates you know little about and who probably know less about your company. Instead, building a recruiting and hiring plan around simple, easy-to-implement processes can provide you with an advantage that introduces you to candidates who share your company’s most important ideals and values.
Social networking tools
If your company maintains a presence on popular social media platforms such as LinkedIn, Facebook or Twitter, these digital marketing tools can represent an important component of your recruiting and hiring plans. These platforms are commonly used to provide basic information about your company, its mission, values and the services it offers. They can also provide a valuable boost to your recruiting efforts.
Posting open positions on your company’s page(s) is free, in most cases, and paid options are also available if you would like to increase the awareness of a particular position. Asking your company’s employees, customers and business colleagues to re-post the position using their personal social media accounts is also a great way to exponentially increase the awareness of your positions. Gaining a better feel for your company, its people, culture and philosophy might be the selling point that leads a qualified candidate to submit an application.
Leveraging your existing employees’ personal & professional networks
An often overlooked source of candidates for open positions lies with existing employees. The old adage “it’s not what you know, but who you know” is as applicable to the recruiting and hiring process today as it has ever been. Satisfied employees are often willing to provide referrals to professional acquaintances, friends and other contacts that are qualified to fill various positions. Your employees will most often make these referrals to qualified candidates with whom they want to work, increasing the likelihood that workplace chemistry and rapport is maintained, if not improved, with the addition of your new hire. Another important consideration is the trust that builds between you and your employees when they gain the sense that you place a high degree of value on their opinions about prospective employees.
Recruiting incentive programs
Implementation of a recruiting incentive program can provide a valuable resource for hiring new employees. Incentives offered to employees who refer candidates to your company can be multifaceted and relatively inexpensive when compared with time spent on traditional hiring practices. Incentives such as cash bonuses, gift cards, an extra day off, lunch or dinner represent a practical way for an employer to express appreciation to an existing employee who makes an initial recruiting contact with a prospective candidate. Incentive programs can be structured so that a reward is made to an existing/referring employee after a new employee has worked with your company for a designated period of time.
When the time comes to fill position with your company, consideration of these simple steps can help you generate an interview pool that features a depth and quality of candidates that traditional recruiting methods might not otherwise produce.