This article will cover the best ways to source candidates, like recruiting through social media, advertising on job boards, and collaborating with recruiters. Each technique has advantages and disadvantages. Below is a look at each.
Recruiting on social media
If your company wants to increase brand awareness, consider recruiting on social media. You can increase your visibility by posting consistently. You don’t have to post every day, but a few posts a week can make a difference. It’s always free. You can also use paid keyword searches and resume databases. These will give you a better chance of hiring candidates.
When recruiting on social media, keep in mind numerous platforms to choose from. You don’t need to be limited to five, but you should consider niche social networks to expand your reach. Social media management tools are also great for organizing your efforts and simplifying analysis. And don’t go it alone. Designate different people to post content and connect with prospects. The goal is to stay active and be visible. Creating content is just as important as connecting with opportunities.
Recruiting on job boards
Recruiting on job boards can be one of the most effective talent sourcing techniques, but it is passive. Passive candidates rarely browse traditional job boards. For example, only 14% of software engineers said they had used job boards to find their current position. Therefore, recruiters should be careful about using these sites because they often fail to attract suitable candidates.
Recruiting on job boards may seem like a waste of time, but it is essential if you want to attract the best people. A recent study by Lever showed that nearly a third of the workforce is actively seeking a new job or position. And of that group, 90% are willing to talk to recruiters. Also, sourced candidates are twice as likely to accept a position than those who apply.
Advertising on job boards
There are a variety of other methods for attracting qualified talent. Social media is the most popular of these, but you should not be limited to it. Social networking sites have expanded the scope of the Internet and its users, and employers can use these sites to connect with entire generations of potential candidates. For instance, you can use Facebook to post your job offers. In addition, social media users tend to share posts related to their niche and ask questions about companies they might be interested in.
Many job boards allow job seekers to post their resumes and contact information for potential employers. This streamlines the hiring process. You can even create a Facebook career page for candidates and use social recruiting tools to build team collaboration features. Job boards also provide access to applicant tracking systems, which organize, filter, and track applicant progress. They also help hire teams to work more efficiently with one another, and resume scanners can rank candidates based on qualifications, skills, and experience.
Collaborating with recruiter network
One of the best ways to source a high-quality candidate is to collaborate with your recruiter network. When working together, you can identify the skills and experience of your ideal candidate and find candidates with different backgrounds. To narrow down the pool of candidates, separate the must-have skills from the nice-to-have ones. LinkedIn reports that the more flexible the criteria for the job description, the more talented candidates the network can find.
By leveraging the recruiting network of an external recruiting agency, you can expand your talent pool by ten times. Most people find their next job through referrals. The recruiter network will connect you with potential candidates. And if you collaborate with an agency, you’ll get access to their talent pool, which is updated frequently. In addition to a more extensive collection, collaborative hiring helps you demonstrate your company’s culture of openness and collaboration.
