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Recruiting where there is a job boom
Recruiting & Staffing
Recruiting where there is a job boom
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
Am looking for suggestions on recruiting in an area where there is a big job boom right now ie. more jobs than people and competitive wages make it difficult to recruit qualified applicants in a speci
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Forums » Topic Forums » Recruiting & Staffing » Recruiting where there is a job boom
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Recruiting where there is a job boom
posted at 8/8/2006 2:54 AM EDT
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Posts: 2
First: 8/8/2006 Last: 8/8/2006 |
Am looking for suggestions on recruiting in an area where there is a big job boom right now ie. more jobs than people and competitive wages make it difficult to recruit qualified applicants in a specific region. Any suggestions out there on recruiting techniques, or ways to catch candidates' attention in this kind of market other than the standard newspaper ad, job board posting, etc.?
Thanks, C. |
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Recruiting where there is a job boom
posted at 8/8/2006 7:29 AM EDT
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Posts: 6
First: 7/31/2006 Last: 8/8/2006 |
Hi Carolyn,
Lots of ways. Start with: 'Fish where the fish are. But most important, make sure you're using the right lure. Candidate targeting is critical and a far different approach than the old way of broadcasting your message with a major media blitz. Although in some situations the 'old' methods can be effective if applied correctly. I've looked at your Web site and it's in good shape. I'm assuming your ATS does an effective job of managing the responses. Does it allow a high level of interaction with the applicants after submission? Can you access and mine the old data for good targets? But more important even, is identifying the qualities of your best employees, determine where you can find them, market to them, and make the message(s)audience appropriate. I would look at the demographics of your best performers and create messaging that they will find attractive and compelling. Is your current HR Branding sending a strong and positive message that can counteract other companies' offers? In a tight market that's critical. There are many methods to consider and choose from: direct (mail) marketing, Web, email marketing, social networking, buzz... but it really depends on the situation. I can send you an overview of what I'm describing if you wish. Best, Ken Isaacson ASRI.COM |
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Recruiting where there is a job boom
posted at 9/14/2006 2:00 AM EDT
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Posts: 1
First: 9/14/2006 Last: 9/14/2006 |
We have a recruiting campaign which entails us attending MANY job fairs in close proximaty to our office locations. We have great responses from the fairs. Often, when there is not a job fair going on, some colleges and universities will allow you to come on campus to get the word out. Good luck! |
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Recruiting where there is a job boom
posted at 9/14/2006 2:15 AM EDT
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Posts: 2
First: 11/15/2005 Last: 9/14/2006 |
Turn your current employees into recruiters. If your current workforce is generally satisfied and proud of you organization you may initiate a CAMPAIGN to encourage employee referrals. Build in hype as well as incentives. Tell your employees how valuable they are and that your organization wants more like them. Get some tips from your sales department about how they agressively motivate the sales force, and see if you can model a similar effort to promote referrals. |
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Recruiting where there is a job boom
posted at 9/14/2006 3:00 AM EDT
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Posts: 6
First: 9/5/2002 Last: 9/14/2006 |
I am having this same difficulty, only in Canada (therefore not sure the Rush Limbaugh thing would work). Anyone have any suggestions for this issue outside of the US?
Also not a "sexy" industry & I'm looking for a sales position. We have a small office there (part of a huge corp however) & I don't think I could get anyone to attend a job fair & not sure it's the right place anyhow. Any ideas?? |
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Recruiting where there is a job boom
posted at 9/14/2006 4:12 AM EDT
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Posts: 1
First: 9/14/2006 Last: 9/14/2006 |
Try looking within the organisation. Their may be people in a more junior or slighlty more mundane role who would be dying to transfer into something new.
If the roles your looking to fill could be a step up for your more junior population using them to fill vacancies increases their engagement, uncovers hidden talent within the organisation and will encourage many of your more junior employees to put in more effort for a shot at developping a career. A classic case study of this for me would be the feeding through of front office sales trading staff from back office roles in Financial institutions during the 80's and early 90's. This policy allowed cost effective recruitment in a highly competitive area. It had the added bonus that the staff promoted had a grounding in the organisation and its operations. The industry now seems to have turned its back on this in favour of recruiting graduates who are by comparison over-paid and lacking critical knowledge and competence. |
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Recruiting where there is a job boom
posted at 9/14/2006 4:56 AM EDT
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Posts: 1
First: 9/14/2006 Last: 9/14/2006 |
Couple of other areas to consider are association listings and employment offices.
Even national PR about a company event which includes a line about recruiting helps to get attention to your company. -hope this helps |
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Recruiting where there is a job boom
posted at 9/14/2006 8:44 AM EDT
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Posts: 1
First: 9/14/2006 Last: 9/14/2006 |
Key area to focus on in a "difficult to recruit market" is DIFFERENTIATION.
What is different that could attract the prospective candidates - ideas can include: small to mid-size campus feeling or large corporation with lots of potential for movement (not just "growth"). Benefits - besides the traditional do you play up tuition reimbursement, pto banks, do you offer something like gym membership reimbrusement or on-site dry cleaning service , etc. Something that might stand out to some. If you're recruiting for technical type positions (engineering, finance/accounting, legal) in fact others as well - do you play up in your recruitment efforts the amount of focus and dedication on EMPLOYEE DEVELOPMENT. OF course, don't overlook incentivizing your internal workforce to harvest strong candidates as well as local radio and tv advertising, if available. If you're looking for the more "green" level employees (regardless of field) partner with local community colleges and four year colleges for those types. Some ideas.... Gary Barello Synergy in Action Sustaining Success through People |
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Recruiting where there is a job boom
posted at 9/15/2006 5:09 AM EDT
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Posts: 1
First: 9/15/2006 Last: 9/15/2006 |
It is important to develop recruiting strategies that reach passive job seekers. some useful tools are Zoominfo and any type of directory that locates individuals that may be a fit but are not actively looking.
Also, know what your employer differential is - that is your employer branding. Then determine where you might find people that fit your profile. Employee referral programs are still an excellent way to locate talent - just keep in mind that employees will refer candidates that are similar to themselves so you may not get the diversity you seek. Another great way is to start internship programs and use these experiences to attract the interns to jobs with you once they graduate. |
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