Do you have a method for filling your open positions with online recruiting?
If you are in charge of hiring for your company or team, do you have a method for using all the many tools for online recruiting? Which do you prefer? What steps do you take?
I'm wondering if there are differences in methodology from tiny companies to the giant ones and if there are best practices that could be formulated.
Thanks!
Good Answers (4)
Delia S.
HR Specialist at eSkill
Best Answers in: Staffing and Recruiting (3), Personnel Policies (1), Labor Relations (1)
In order to get the best out of the online recruitment solutions out there, you need a very good strategy. Successful recruitment begins with proper employment planning and forecasting. In this phase of the staffing process, an organization formulates plans to fill or eliminate future
job openings based on an analysis of future needs, the talent available within and outside of the organization, and the current and anticipated resources that can be expended to attract and retain such talent. This is when all the tools that could deliver the desired result, are taken into consideration.
My recommended method would be to make use of the personal touch mixed with online recruitment tools. That is why I leave aside the ATS and the automated job postings.
Instead get in touch with the job seekers, get their opinions on certain matter, use LinkedIn as it is a valuable source of potential candidates, having their book of life open for you through their profile information (which many times can be better than an electronic resume), their groups activity, their answers, their questions, their recommendations, their referrals. The pool is large enough for you to swim in and get acquainted a lot easier, with people that a more valuable to your business than many other that apply for the job, without even knowing what the job description is.
Dr Giles B.
Director at Quarto Perspective
Best Answers in: Business Development (1), Planning (1), Project Management (1), Small Business (1)
Connie,
In particular I agree with Jim, use of technology/online recruiting can very much be horses for courses depending on what you are looking to achieve and who you are looking to connect with and how/where they go about looking for information/positions.
Have you considered asking previous hires/canddiates what worked for them?
Regardless of organisation size, the people to people bit is key, if you want best practice, personally it's this, talking to people inside an organisation and outside, in the industry etc.
One of the interesting things I've seen companies do in recent times is accept applications by sending a linkedin profile and dispencing with CVs/Application forms etc.
Best, Giles.
Angela M.
Specializes in the placement of Systems Professionals. Contract & Direct Placement.
Best Answers in: Staffing and Recruiting (1)
I believe online tools are excellent and needed for recruitment in current times! As a recruiter in the business for 17 years, things have changed greatly...when I first started recruiting it was all about the telephone. Fast forward to today, it is nearly impossible to get someone on the phone (especially in a first recruitment attempt).
We have focused in on a "select" group of online tools. There are a lot of tools out there, and it would be impossible to "effectively" use them all.
First thing to consider is an online applicant tracking system (ATS). This would be the database that you use to track all candidates. Whenever I start a new search, I go to my ATS first.
Next you need to determine what online tools work best for your particular business. Pick a few, and run with them. You can always change it up at a later date. NOTE: track your source of referrals in the ATS, for review of which ones are most successful.
I personally find that LinkedIn is my best online recruiting tool.
I play an unusually active role in helping to fill key positions on my team. I've found LinkedIn to be a great place to start in terms of understanding the people "out there" who might be interested in a particular role on my team. Then, I do the old fashioned (and, in my view, most effective) technique of picking up the phone and getting in touch with people. Passive candidates TEND to be the best candidates, and with every interaction you can ask those people to spread the word to others within their circle of influence.
Also, don't overlook the value of buying subscriber or attendee lists from major trade publications and trade show companies. If you're trying to fill a specialized role in online marketing, for example, you'd be well-served in understanding who just registered to attend the latest big conference about online marketing.
I guess the point of my answer is that online resources help find candidates, but nothing replaces picking up the phone and selling someone on an opportunity, especially when that person isn't necessarily looking to make a move but open to a career change given the right opportunity.
Andy
Andrew Shea
Senior Director of Marketing
Essence Healthcare and its affiliates
St. Louis, MO
More Answers (4)
On line tools can be extremely useful, however they can become a crutch and be very costly with little results. With that said, we do have a plan around using these job boards, user groups, social media, etc. We prefer to post the jobs we see most frequently and keep them fresh so as to constantly drive traffic our way. The niche jobs or special recruitment opportunities, we do more networking and sourcing instead of posting. We encourage all of our recruiters to use these tools to best fit the need, but do not shy away from good old fashion conversations and meetings. Happy to provide more in-depth detail if interested, just contact me
Wallace J.
Multimedia Producer, i3D Programmer, Acrobat 3D PDF, Android App, Virtual World & iTV Design, Kindle, Nook & Sony eBooks
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Suggest asking Monster HR Expert Cris Domingo!
Wallace J. also suggests this expert on this topic:
There are several software packages available that can solve this problem. Some of these software packages provide job descriptions that can be altered for your business then can post your job to monster or workopolis. Candidates will post their resume and fill out some testing questions. The software will rank the top prospects for you making your selection process quick and easy while drawing from a larger labour pool. Not all the software provide the testing but the good ones do which will help in your selection process. "The Hiring Kit" is an affordable solution that provides these tasks.
Hi Connie, the first step is to identify a recruiting platform that manages the entire process. COMPAS Technology has a specific true SaaS solution that supports Staffing and Corporate Recruiting teams. I suggest checking us out. Thx! - Jack
Links:
- http://www.mycompas.com/corporate_productfeatures.htm
- http://www.mycompas.com/staffing_productfeatures.htm
