Recruitment Strategies That Work: Scour the Earth!

recruitment strategiesYour dream worker is out there somewhere. You can feel it; maybe they’re already employed by your competitor, or perhaps they just graduated college, or maybe you don’t even know they exist yet. They’re out there, just waiting to work for you, so you know what you need to do: recruit. You need to get out there and make your company look good…real good, and you need to make them think that not working for you would be a tragedy. But make sure you don’t look desperate in the process. If you happen to be on the other side of this equation, this course on seeing your job search from a holistic point of view may help you from getting too stressed out.

The art of recruiting workers has, like pretty much everything else on Earth, been altered by the increased ubiquity of computers and the Internet. A savvy HR person, hiring manager, or whoever you happen to be, needs to keep up with the technology or they will perish, or at least have trouble keeping up with the competition. While technology has opened up the world of recruiting, the basics are still the same: find the best man or woman for the job, then get them on your team. We’ll discuss some old fashioned techniques that are still effective, as well as newer ones and some unique ones that may help you snag that elusive dream employee. Happy hunting!

Traditional Strategies

As long as there’s been places to work and jobs that need to be done, there have been people recruiting workers to do these jobs. Obviously, a lot of the classic recruiting methods have been pushed to the wayside by newer, and frankly, more convenient, methods. These strategies may be relics of the past, but they have managed to stick around despite sometimes relying on outdated media and other unfashionable practices. If you happen to be recruiting for a smaller-sized business, we have a class that will help you recruit new workers as well as manage these new workers.

  • Putting ads in the local newspaper. Once, practically the only way to reach a large pool of job hunters, this method may now only be effective in hiring those workers of a “certain age”. As newspapers go under and inch closer to obsolescence, putting an ad in the local paper for an open position may not only be increasingly ineffective, but may even indicate to the job searcher that this company may be a bit behind the times. The only way papers can hope to keep up is to maintain an online presence and search for workers via the Internet.
  • Posting open positions at the unemployment office. Another old fashioned recruitment method, this one is quite effective. As long as there are people out of work, there will always be an unemployment office and it will be filled with job hunters. Not only would a job posted here be seen by a lot of available people, the programs offered by the office do everything in their power to help these people get jobs. They offer training for those struggling to get a job as well as financial hiring support programs. This method is cheap, easy, and gets results.
  • Hiring through temp agencies. This is another potentially convenient hiring method. Temp agencies usually match their workers with jobs that they feel comfortable with or have prior experience doing, so when they get hired, chances are they are able to pick it up pretty quickly. Temp agencies are beneficial to companies in that they are able to quickly hire someone to do jobs that may not take long, such as a short-term project, or to fill in for an ailing employee, also, the company can figure out how they want a new position to shape up without hiring a permanent employee.
  • Hire internally if it makes sense. This is a simple hiring method, as well as one of the most successful, because the company has a pretty good idea of how this person is able to perform, in addition to knowing them on a personal basis. Another benefit is that you may cut down on training costs, however, one downfall is that others inside the company may have been competing for this position and the hiring of someone else may cause resentment.
  • Networking will never go out of fashion. Networking is the cornerstone to any career, and it works for all involved – the job hunter and the recruiter. If you are in a position to hire for a company, whether you’re in human resources, management, whatever, and knowing you will always need a good worker in the future, it behooves you to always be on the lookout for that perfect worker. Talk to people at professional functions, social functions, on the bus, wherever. Neither one of you may not be looking for a job right now, but six months down the line you may pull out that business card you got while talking to the accountant who was watching the hockey game at the bar with you. You never know who you’re going to meet.
  • Employee referrals are always popular. Employee referrals are the number one method to finding new hires and this method should be mined for all it’s worth. In order to encourage fellow employees to bring in new recruits, a company may want to implement a few strategies that may increase referrals: reward referrers with recognition and rewards, make it known that you are willing to reward referrers, and automate the referral process to make it consistent and convenient.
  • Headhunt. You’ve found the person who would be perfect to work on your team of marketing gurus, someone who’s fierce, brilliant, knows the game inside and out, has tremendous hair, but she works for someone else – your competitor. I guess it’s time to pack it in and head home, right? Nope. Go after them, but be respectful and discreet. Make sure they’re perfect for the position and be prepared to offer them things they may not be getting at their current job. This is a special recruiting situation that should be handled with finesse.

Modern Strategies

While the previous recruitment strategies rely more on simpler, straightforward, and old fashioned ways to find new workers, these methods apply time-tested ideas of recruitment to the modern era, utilizing technology such as the Internet, smart phones, and social media to find the right person for the job. If you happen to be hiring for a tech startup, we have an article that will help you find beta testers to get the bugs out.

  • Take advantage of social media. Pretty much everyone these days is involved with Facebook (66% of companies hire through here), Twitter (54%), and LinkedIn (93%) to some degree, and it is the resourceful recruiter that takes advantage of these virtual recruitment opportunities. Recruiters should search people’s profiles for keywords that are specific to their industry as well as whatever position they hope to fill. While the field might be a little different, the game is the same, and recruiters must use the same principles they always have in order to find people online as they did using the newspaper. This helpful infographic illustrating just how popular recruiting through social media has become will also show some of the pitfalls to avoid.
  • Smart phones can be a valuable tool too. They are able to access pretty much any website a computer can and recruiters should keep that in mind. By advertising on apps and increasing their visibility through other methods that are smart-phone-specific, they may be able to access a relatively untapped source of workers.
  • Go where the people are…the Internet! Just like fishing, you’re not going to catch anything if you’re not in the right place, and in this modern age, there are many “right places” for recruiters to find that dream worker. Besides the social media outlets mentioned above, there are tons more places for recruiters to search that are job-specific, such as online forums. Go past just the general “job search” places and get in there among the people you want. Throw out some bait and wait for the nibbles.
  • Make a video or a podcast or a blog. On the other end of the spectrum from placing an ad in the paper is to get digital with your recruitment approach. Not only will you reach a new and tech-savvy audience, you can better convey what you you’re looking for in a candidate as well as give your potential employees a better impression of you personally as well as your company. It’s as close as face-to-face can get without actually being in the same room. There are practically countless places to blog and if you would like to recruit by blogging but aren’t quite sure how to start, this class will train you how to get started blogging. Put your videos up on YouTube and your podcasts up on your company’s site, or even iTunes, and stand out from the crowd. This job podcast website will give you a better of the link between these two worlds.
  • Try gamification. This is a thing, I promise, and it just might work for you. Gamification is when companies use video games to recruit prospective employees. Not only does this modern method promote your brand and associate it with positive values and a company culture, but it’s also a bit sneaky in that it poses challenges to the player that utilize skills that would be required to do this particular job. It also allows the recruiter to reach out to a younger pool of workers.

Creative Strategies

These strategies are out of left field, or at least not the usual recruitment techniques that your average company may have thought about, or if they did, wouldn’t attempt. These may be a good way to stand out from the crowd, which would be important if you are attempting to woo a high profile or in demand worker.

  • Get a group together – the more the merrier. Throwing a bunch of potential candidates together strips away some of the artifice of the recruiting process. You, the recruiter, are able to see how they interact, getting a feel for their personality, seeing if they’re excited about work as well as gauging their communication skills. There are several ways to do this. For example, a speed dating-type of scenario, setting up job-related activities for them to try out, or anything, really – as long as it gets them together and lets the cream rise to the top.
  • Find eager people that may get overlooked. While a lot of companies out there are looking for a new young hotshot just out of college, many of them are overlooking people who may not be taken seriously, to the detriment of those companies. People such as work-at-home moms and dads, older folks, foreign workers, and others who, for one reason or another, are not “glamorous” and may not be able to afford or physically be able to be as ambitious as younger workers, but they shouldn’t be overlooked. If your company is able to offer flexible hours, look for people that are eager to work but are sometimes overshadowed. They’re experienced, excited, and usually loyal people. For those interested, this course in hiring foreign virtual assistants at a fraction of the cost may be of value to you.
  • Save the best ad space for recruiting. Most men have seen the ads that are placed six inches from their faces when using the urinals in restaurants and bars. You literally can’t NOT look at them. This would be a great place to recruit because you’re dealing with a captive audience. If you advertise in a popular enough place, at least one of those people will see your ad and contact you. This interesting product that is one of a kind may help get your name out there, as well.
  • Cultivate a relationship with university job placement offices. Sometimes you want to get them as soon as they’re out of college, and this is a great way to do that. Having a good working relationship with local colleges and universities will put you in the unique position of getting talent before other people even get a chance.

Hopefully at least one of these many recruiting techniques can work wonders for you and your company. While it may seem as though the methods of recruiting are hard and fast, there are ways to enliven them up a bit, which not only would make it more interesting for you, the recruiter, but in the process allows you to reach out to a new pool of potential workers. If you’d like to supplement what you’ve learned here, learn more from this course on finding the right person for your team.