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Hiring Smart

About a year ago while doing research for a marketing brochure about the Hiring process, I took a poll of 200 random Executives and Human Resources Professsionals. I was surprised how many had little or no idea the different ways you can find an employee for your company. The response I was given by most was, ‘that’s always the way we’ve (I’ve) done it.

The following, is a list of resources to consider when you are looking to add employee(s) to your company.

Your Own Website
This is FREE advertisement for your company. Potential candidates can not only receive extensive information about your company, but will also learn every detail about the open position. It also allows a candidate to look through benefit information, (some web sies) have them posted,financial data, recent news etc. This information is not easily found through other means of recruiting. Sell your organization as an excellent place to work!

Employee Referrals
A great source – often overlooked. Your employees know your company, your standards and work policies. Employees rarely recommend people that they cannot vouch for as they are putting their own reputation on the line.

TIP: Consider a reward system for a referral. It doesn’t necessarily have to be in the form of a check. Why not an extra day off with pay, or a discount on whatever product your comany manufactures.

Print Media
Newspapers and other print media have traditionally been the most utilized resource to advertise for employees. Although a shrinking medium to advertise for a position in your company, this is still a viable resource to consider. Compared to other sources, Print Media has limitations which include, limited ad exposure in terms of geography, lenght of time an ad is run, and the ease of the Internet.

Newspapers charge by the size of the ad, so be economical with your use of words and use abbreviations as long as they can be clearly understood.

Tip: Job seekers who are computer literate and comfortable with technology will probably not consider the reading the classifieds, at least not in the initial phase of their job search.

The Internet
There are many providers of job listing services, e.g., Monster, Career Builder,,, and other internet sources. The costs vary and they can be an excellent source of candidates. Unlike newspaper ads, you can be as descriptive as you want about the job requirements and qualifications, word limitations are very generous. There are always new job boards popping up every day. Many niche boards also exist. College Newspapers, Schools, Corporate Alumni, i.e. (Big 4 CPA firms) Outplacemenent firms, i.e. (Lee Hecht),have their own boards. Many times all you have to do is sign up, enter Email, Name Address etc, many are free services

Tip: Take advantage of any tools available to qualify the applicants. Some sites allow you to ask screening questions and then score the applicant so you can focus on those candidates who meet your criteria. You will get a lot of ‘hits’ using the internet, but many of the candidates will not meet your criteria. It is too easy for someone to hit the ‘Send’ button to forward their resume.

Professional Organizations
Many professional organizations have job posting boards. Some are free to members and others charge to list a position. If your job requires a certain professional background, this may be an excellent way to source good candidates.

Tip: Inform the organization if you hire one of their referrals. They appreciate the feedback and it is an excellent networking opportunity.

Educational Institutions
Community Colleges, Universities, etc. can be excellent sources for candidates, especially for part-time and internship opportunities. You can post your positions for little or no cost in most instances.

Tip: If you want to advertise in the college paper, be aware that often they have tight deadlines.

Job Fairs
If you have several openings to fill, a Job Fair may be the way to approach your search. It is normally not cost effective to participate in a job fair for one or two positions.

Tip: Plan for enough staff to manage your booth at the job fair, particularly if it’s an all day event. It is recommended that you collect resumes and then schedule the interviews at a later date.

One of the best ways to recruit, but often misunderstood. Networking is not limited to your professional contacts. When it comes to recruiting networking means letting everyone you come in contact with know about your job opening. The Internet and sites like Linked In, MY Space, Twitter, etc have given the term ‘Networking’ a whole new meaning. It is simple today, to reach out to specific industry groups, Start a discussion, blog etc

Tip: If yu have a following on Twitter you can simply post your position (tweet), or you can start a discussion on Linked In, post your position within a specific location, industry group etc. Get the word out there!

Recruitment/Temporary Agencies
Recruiting Firms can also be a resource for employees. The can work in several ways:

Tip: Let the agency know immediately if someone isn’t working out. You do not have to keep them for 90 days. They are more than happy to find someone who will be a better fit to keep you happy as a client.

Government/Social Services Agencies
Department of Employment Security (unemployment) and other government and social services agencies often provide job search assistance to their clients.

Tip: Many of these candidates have not been successful in getting employment on their own. Some are disadvantaged in terms of their background, e.g., criminal record, etc., and may not meet your recruitment criteria.It’s best to be up front regarding your recruiting criteria so they can refer appropriate candidates.


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Filed under:Career, Coaching, Recruiting

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