Our recruiting methods are getting stale. We aren’t getting great results and it seems to be taking our recruiters more time to find qualified candidates. We rely on all the usual and time-tested methods to recruit, including traditional print ads and online job boards. It seems that the more options we have to post résumés, though, the harder it is to find standout candidates — people who genuinely jump off a résumé and say ‘Hire me.’ Makes me wonder if we are missing somewhere. Am I just venting or might we have a real problem with our recruiting strategy?
—Stuffy in Here, vice president of recruiting, services company, Union, New Jersey
Are there best practices or techniques for using social resumes and mobile recruiting tools when sourcing candidates? I'm looking for guidelines on making sure we see each résumé without it becoming a time management issue. Our goal is the same: Find the best available talent, but our team is primarily trained to recruit the old-fashioned way.
—Old School, recruitment services practice manager, manufacturing, Anniston, Alabama
We need a strategy that is effective but won't be cumbersome or costly. What are the keys to using social tools to recruit?
—Behind the Curve, human resources representative, finance/insurance/real estate, North Hollywood, California
How do I search for, and select, a recruiting firm to help us find engineers? Specifically, my customer group has about 15 very specific, hard-to-fill engineering openings. We're already using social media and have considered advertising in trade publications, but we also need a more targeted approach.
—Dear Recruiting a Recruiter, manufacturing, Dearborn, Michigan