Find & Recruit
Best online job search sites say, in the sacrosanct recruitment space we constantly keep on hearing about active and passive candidates, well the whole thing is not so simple, passive candidates may not always be totally passive. The fact remains, at the end of the day all that matters is that you as a recruiter have hired only the very best candidate. Now the candidate might previously be unemployed and looking for a job, again he could be gainfully employed but still job hunting. You may speak to a potential candidate who is currently employed but not looking for a job. The prospect may be employed but not at all open for any new opportunity, they are the hardest to crack at the onset; with persuasion they may prove to be a great resource later on.
The Different Types
To be able to zero in on the right candidate it is imperative that you find them first and speak with them. You see the very different types of candidates have markedly different motives and different levels of interests. Likewise your recruitment strategy must appeal to various different groups enabling you to find, recruit and hire only the very best candidate. Summing up we have four categories of candidates broadly speaking, active candidates, candidates on the cusp, passive candidates and super passive candidates. See where you fit in when you apply for jobs online and proceed accordingly.
We need to review some of the really important things in the recruitment strategy to ensure you are getting the best talent possible on board. Try and share your employment brand on your website, in your job postings, in your outreach messages and various social channels. When thinking of where to find a job, check for the brand equity of the prospective organization. Once employees start believing in your employment brand, they would spread the word around thereby becoming natural recruiters via your employee referral program, for your company and making your job all the more easier as a recruiter. Bad news always travels faster than good news therefore exercise due diligence in defending your employment brand with all the resources at your disposal.
The reason being a sizable number of professionals would never be willing to take up a job with a company that has a bad reputation in the marketplace, irrespective of the fact, that they are unemployed at the moment. Just go all out to ensure your reputation is not preventing you from tapping top talent or vice versa, job postings at the best job search sites are effective for reaching out to active candidates. Now whatever you write must also be used within your employee referral program, to find candidates on the cusp of being active, and may be forwarded to passive candidates, which essentially means you would cover all of them. Promote your employment brand and your job postings on social media channels because social is extensively used for proactive sourcing, this is essential because all of your active candidates come through you job postings on one or the other jobseekers site.
However the passive candidates who happen to be the best of the lot are found by employing proactive sourcing methods viz…Boolean searches and of course the ubiquitous social media. Your recruitment strategy must incorporate a seamless application and interview process, it must make allowances for semi active candidates to be able to apply through their online profile, otherwise they tend to never apply in the first place because of the tedious, cumbersome and the time consuming process of applying for the job. Facilitate the interaction with employed candidates as they are strapped for time. Do make good use of all the channels to effectively communicate with the candidates so that they are aware of the next steps and know exactly where they stand in the selection process, right from the application, to the interview, the final hiring and any intermediary steps. This probably answers how to find a job in detail.