For most employers, especially small business owners without a dedicated HR department, online recruiting has become their main source for finding qualified candidates. But where to start? With so many online options available today and with so many sales reps from online recruiting companies trying to get you to sign up for their program, how do you know which online library staffing LA method or internet site is right for you?
The problem of "where" to look for your best candidates is usually rooted in the problem of not knowing exactly "who" you are looking for. Before you can even begin to select the appropriate recruiting method, online or otherwise, you need to clearly identify the type of person that you are looking for and then narrow down the places that they're most likely to see your ad.
Once you have compiled your list, make a thorough search of the recruiters' backgrounds. You want to know their history, reputation, and experience. Be sure that the information about them is unbiased and is from independent and neutral sources.
How Can You Find Them? Social recruiting may be one of the best ways for you to find these passive job candidates. That is, you need to use social recruiting methods to help draw them in. You cannot simply contact someone at another job and ask them to work for you. Rather, use social recruiting in your favor instead. This may include setting up a professional profile on social networks. It means actively working directly with those individuals to form connections. The key here is to use social recruiting to bring in those top professionals by showing what you have to offer.
Post job listings on professional association websites to find new employees. There are guilds, groups, associations and networking affiliations for everything from architects to zoologists so with a little investigation and a few keyword Google searches you can find any number of websites catering to your target employee. Better yet, if you find local chapter websites for these national sites, post a job listing on these.
There are many ways to approach the situation. When it comes to retail operations, a lot of management teams at department stores and high volume retail outlets will search competitors and other businesses within their geographical district. It is not uncommon for companies in a mall/shopping center setting to send their store managers on recruiting missions (and indeed, at some retail establishments, managers are expected to meet a quota for recruited personnel.
If you need to hire someone with a degree or other higher level education, then have a look at college, university and alumni association websites. These sites often have career sections in their websites for both new grads as well as their experienced alumni. You could also supplement this type of online recruiting technique by presenting at their job fairs and career days activities.
And finally, don't forget the Social Networking sites like LinkedIn and Facebook. These types of sites are becoming increasingly popular for both employees and employers looking to hook up. Both of these sites also offer opportunities for you to create a second online presence for your company in addition to your regular website.
The problem of "where" to look for your best candidates is usually rooted in the problem of not knowing exactly "who" you are looking for. Before you can even begin to select the appropriate recruiting method, online or otherwise, you need to clearly identify the type of person that you are looking for and then narrow down the places that they're most likely to see your ad.
Once you have compiled your list, make a thorough search of the recruiters' backgrounds. You want to know their history, reputation, and experience. Be sure that the information about them is unbiased and is from independent and neutral sources.
How Can You Find Them? Social recruiting may be one of the best ways for you to find these passive job candidates. That is, you need to use social recruiting methods to help draw them in. You cannot simply contact someone at another job and ask them to work for you. Rather, use social recruiting in your favor instead. This may include setting up a professional profile on social networks. It means actively working directly with those individuals to form connections. The key here is to use social recruiting to bring in those top professionals by showing what you have to offer.
Post job listings on professional association websites to find new employees. There are guilds, groups, associations and networking affiliations for everything from architects to zoologists so with a little investigation and a few keyword Google searches you can find any number of websites catering to your target employee. Better yet, if you find local chapter websites for these national sites, post a job listing on these.
There are many ways to approach the situation. When it comes to retail operations, a lot of management teams at department stores and high volume retail outlets will search competitors and other businesses within their geographical district. It is not uncommon for companies in a mall/shopping center setting to send their store managers on recruiting missions (and indeed, at some retail establishments, managers are expected to meet a quota for recruited personnel.
If you need to hire someone with a degree or other higher level education, then have a look at college, university and alumni association websites. These sites often have career sections in their websites for both new grads as well as their experienced alumni. You could also supplement this type of online recruiting technique by presenting at their job fairs and career days activities.
And finally, don't forget the Social Networking sites like LinkedIn and Facebook. These types of sites are becoming increasingly popular for both employees and employers looking to hook up. Both of these sites also offer opportunities for you to create a second online presence for your company in addition to your regular website.
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