We've shared our best strategies for job searching, but what about the flip side? How can you find the best talent for your business?
Recruiting has changed so much over the past few years, thanks to the digital age. No longer do you have to rely on people to find you--you can easily find them. Embracing new technologies and platforms, but at the same time not neglecting the basics, can help you find the talent you're looking for.
Manage your database: find an ATS to manage your candidates.
Technology makes it easier than ever to store and search resumes. Applicant tracking systems (ATS) allow users to search resumes by keywords or other content like previous job titles, experience, and more. Having an ATS that is easy to use and gives you the best results will save you time and money, reaping a great return on investment. There are lots of ATS options out there. Need help picking one? Check out Undercover Recruiter's post, which breaks down the benefits of the major ATS providers.
Know your culture and match candidates that fit.
This tip isn't technology related, but still matters. Job seekers of the 21st century, especially millennials, aren't just looking for a good fit with the job description: they're also looking for a company culture that fits with their values and goals. According to a 2012 poll by CareerBuilder, nearly 7 in 10 businesses are affected by a bad hire annually, costing them upwards of $50,000 per bad hire.
It's easier to match up a candidate to a job description, but it's harder to match personality. If you aren't sure what your company culture is, how can you share it with a potential hire? Moreover, how can you screen candidates to make sure they'll work well within that culture? Know your company's core values and find a way to screen candidates for cultural fit. For best practices on how to do that, check out 7 Geese's post on hiring for cultural fit.
Create a strong employee referral program.
It's been said time and time again -- your best recruiting resources are your employees. By creating an effective employee referral program, you're not only leaving behind a lot of the legwork that goes into sourcing a candidate, but you're also empowering current employees, demonstrating a level of trust in them. Leverage your employees' networks; they already know the company and can help you determine who is a good culture fit since they already know the candidate on a personal or professional level. If you don't believe in the power of employee referrals, check out this infographic, you'll be convinced.
Leverage social networking.
Social networking has become a major everyday habit for many of today's job seekers. Why not use those social networks to find candidates? Social sourcing is a different take on traditional sourcing methods and involves using social platforms to either promote job opportunities through advertising or reaching out to candidates directly. It's easy enough to promote job openings on social networks, especially LinkedIn, which functions as a database of professional resumes complete with a job board.
However, to really be social and find top talent on social media, you've got to find other ways of connecting. Most job seekers don't want to be advertised to on social media. Sharing useful knowledge, having conversations about goals, sharing advice, and posting relevant content are great ways to connect with potential candidates. Social recruiting often requires patience, persistence, and planning, but can yield great results. Not sure where to start? Check out this Source Mob article.