To me, finding candidates is an adventure. It isn’t post-and-pray and it isn’t actively search for candidates for the first 48 hours and then hope the post-and-pray pays off if the search didn’t come up with anything.
A candidate search is an adventure. It is a way to navigate through all sorts of channels and hurdles to find the right individual(s) but recruiters still need to do the basics. There isn’t a need to go straight to the advanced search options every time. Sometimes you need to revisit the basics so let’s touch on the first two phases.
Doing the basics
Post the job
Search your ATS
Search the job boards for which you have licenses
Turn up the heat
Social media sites
This is a basic recruitment roadmap that should be implemented with every new requisition. Will yours look different? I certainly hope so. This is a basic template but you need to add in the specific resources available and the timelines before escalating to the next steps.
This is pretty basic stuff for recruiters, yet I am surprised at how many don’t have an actual plan on how to attack an open requisition. There is a lot of repeat processes and searches that happen and not much creativity.
These 7, basic steps, are nothing new and nothing earth shattering to read. But they are the foundation for recruiting. Add to this however you like and grow your resources to maximize your search focal points.
We have all been there. You are having a conversation with someone about any given subject (family, friends, errands, to-do or even work) and you feel like you made your point and communicated effectively and left the conversation feeling as if there was closure. You both walk away understanding. The very next day it is […]
What could your company do with an extra $15,000? That’s how much a bad hire who earns $50,000 a year can cost your company during his or her first year, according to this article by LinkedIn influencer and CEO of Hootsuite Ryan Holmes. As hiring manager, it’s vital you avoid that kind of mistake while […]
Candidates are challenging and pushing companies to move into the mobile careers space. HR and Recruiting are always behind the times with technology advancements as compared to their marketing department brethren, but slowly but surely we make it there. As companies adapt to the mobile apply or easy apply process, I often wonder if the […]
A 2013 survey by oDesk and Millennial Branding uncovered that Millennials value an entrepreneurial spirit, and as many as 72 percent dream of quitting their day jobs for opportunities that allow for greater freedom and self-expression. While this may sound like bad news for employers, creative thinking and perks that accommodate Millennials’ needs can help […]
It was brought to my attention that my earlier post on Basic Boolean may have in fact been more advanced Boolean than I had thought. I forget that sometime understanding and using operators like AND, OR, – and NEAR are really the basics of search. Aren’t these really easy though? Is it too much to assume […]
Mobile websites. Mobile apps. Text messaging. Facebook. Twitter. LinkedIn. If you ask someone in HR or Recruiting what mobile means to them, these are typically the responses you will hear. In fact, you might not even get Facebook, Twitter, LinkedIn or text messaging, but maybe you will (I’ll give the benefit of the doubt on […]
I am continually surprised by just how many Recruiters are not comfortable using Boolean searches to find people. Note that I did not say either the term “candidate” or “potential candidate” in that statement. Boolean is more utilized to uncover leads and then talk with them to uncover more leads. Here are a few search […]