|
- Associations
- Community Hubs
- Starting a Blog
- Dating
- Forums
- Friends/Family
- Local Towns
- Religion
- Social Networks
- Making A Difference
Presenting for your reading pleasure, the real name of this topic...
Internet recruiting!
- Uncovering
sterling candidates who would be the key to success
for your company's future
- Establishing the
communications to sell your position to
said candidates
- Compelling them to first
consider and then accept your offer without
being seduced by the counter offer
- And living
happily ever after.
- And then skyrocketing
your company's profits for years higher
than Mt. Everest.
- And then receiving a bonus more huge than
the Starship Enterprise.
- Did I mention
the future promotion from your directors
because of their sheer joy in your hiring
expertise?
Really. That's what it's all about.
In other words, finding potential employees online isn't just about uncovering the freaking free resumes! You can find beeyons and beeyons of potential candidates. Big whoop. The key is:
- First determining exactly what your goals
for a new hire are, and then
- Finding active and passive candidates (the ones whom
aren't actively looking for a job yet would be
intrigued by your offer
- Providing them with a compelling overview
of what you've got to offer
- Scheduling useful interviews
- Dealing with counter-offers
- Wrapping up the deal
- etc.etc.etc.
Thus, let's commence with:
Before You Begin - Using Recruiters or Job Boards
Third party recruiters are there to do all the tedious work for you. The good ones will spend 100s of hours patiently combing thru their network pipeline of candidates for you, matching up people with your requirements, scheduling interviews and the like. If time is money, using recruiters could be extremely helpful indeed.
Some places to consider are:
- Top Echelon - Recruiter network, offers one month free.
- Monster.com
- One of the biggest with superb job/employer resoruces
- Yahoo! HotJobs
- Another huge popular job bank
But what if you want to find your future employees yourself? It's time for:
Step 1 - Prepare Your Job Post
Great job posts will have the following information:
- What's in it for me? - Great job posts highlight first and foremost why it's a great opportunity.
- Perks and benefits - What does your company offer that would appeal to candidates? Things like diversity, location, commute, flextime, school/elderly care, continuing education, dearth of corporate politics, appreciation, title....the list goes on and on.
- The job itself - Precise requirements help you winnow down the number of loser resumes you might receive.
- Eye-catching title - You want quality viewers. Sure you entitle your job posting "developer", but you'd probably get far better responses with a title like "Are you the Michael Jordan of programming?"
- Contact information - Do yourself a favor - always make certain your contact info is spelled correctly (ie, don't misspell .com as .cmo. Yep, it happens...a lot more frequently that you would think).
among other things. Always remember to write your job posts from the point of view of the candidate reading them. My colleague wrote the excellent guide Job Posting Profits; you might find it most useful.
Once your job post is completed, you need to submit it! There are bunches and bunches and bunches and (3 hours later) bunches and bunches of places to which you can submit. Some to consider are:
- Monster.com
- Career Builder.com
- HotJobs.com
- PostOnce.com - This site lets you post once and broadcast to 100s of sites including Monster.com, Hotjobs.com and more.
That covers creating and submitting your job post...but how will you handle all the resumes that flow in? It's now time for:
Step 2 - Applicant Tracking Systems
Hiring more than one person? Consider an ATS (applicant Tracking System). These softwares can read in resumes, keep track of your contacts with the candidates and much much more.
There are some great discussions about ATS out there such as:
- Current ATS discussions at Electronic Recruiters' Exchange
- How to Choose and Implement an ATS
- ATS Forum
- Major Flaws in Many Applicant Tracking Systems
So what's next? Well, there's the interview of course. What about...
Step 3 - Background Checks
One way to check on a prospective candidate is to simply search his/her name via a search engine such as google. Appending a subject might work well too as you can see from my colleague's results:
Another way to investigate a potential hire is to do a background check. Should you consider this route, definitely investigate the following resources:
- Running Background Checks - lots of legal issues discussed
- A Guide to Background Checks - facts and reasons about background checks
- Hiring and Employee Selection - resources for hiring employees
Some excellent books to consider are:
Hiring good employees requires good interviewing skills.(Business): An article from: The Register-Guard (Eugene, OR)
Editorial Reviews — ... Product Description | This digital document is an article from The Register-Guard (Eugene, OR), published by Thomson Gale on January 13, 2008. The length of the article is 961 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser. Citation Details Title: Hiring good employees requires good interviewing skills.(Business) Author: Gale Reference...more
Hiring an Employee (Pocket Mentor Series - November 2008)
Editorial Reviews — ... Product Description | Publisher: Your hiring decisions can make or break your team. Hire the right employees, and your team's performance will soar. Bring the wrong ones on board, and you're likely to see productivity and morale plummet. How to hire right? Understand and master the many steps in the hiring process....more
[ Return to top ]