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

  • LinkedIn
  • Networking
  • Boolean searches
  • 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.

Good luck and happy hunting.




Image Credit


Employee Referral Program

Courtesy of

What’s the best way to recruit — and later retain — employees? Company career sites? Networking? Word of mouth? According to studies, it’s actually employee referrals. These employees are also shown to stick around for extended periods of times, as opposed to those who are found through different methods.

Since referrals are shown to produce better workers, it’s important to encourage your current employees and extended network to be involved in the recruitment process. This infographic, compiled by social employee referral management platform Zao, shows you how to get started with an employee referral program in order to attract and keep great workers.

Here are some key points to note:

  • Nearly 3 in 10 employers have caught a fake reference on a job application
  • Statistics show 1 out of every 5 referrals get hired
  • Methods such as gamification grow employee engagement in the referral process; 55% are interested in working for a company that uses gamification to increase productivity
  • Referrals are the highest quality hire

Check out the full infographic below and feel free to share using the embed code at the bottom of this post.

What are your thoughts on employee referral programs? Let us know in the comments below!



Guest post by Heather R. Huhman, the founder and president of Come Recommended, a content marketing and digital PR consultancy for job search and human resources technologies. You can connect with Heather and Come Recommended on Twitter and Facebook



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