Use the Web for Recruiting Talent
The Two Best Ways to Recruit Online
Online Web Recruitment
Are you using the web to recruit talent online? If you haven't started recruiting on the web already, you're miles behind the talent recruiting curve.
You've heard that web recruiting will yield hundreds of untargeted resumes from around the world? Most job sites allow you to reject resumes with unwanted keywords and locations.
Do you think senior management recruiting is best done in the off-line world? Think again. Executive and senior management recruiting are happening online. The following are tips to help you maximize the potential of the internet for recruiting.
Use the power of the web to recruit online. Here are two of the best ways you can use the web for recruiting talent.
Use Your Website for Recruiting
Many organization websites do little to help recruit candidates online. If the website lists openings at all, they are buried several clicks deep and merely describe the position. Does your website help you recruit?
Does your "Join Our Team" section of your company website tell and even, sell, potential employees about the vision, mission, values, and culture of your company? Do you present a message about how people are valued? Do you express your commitment to quality and to your customers? Your recruiting website should demonstrate the uniqueness of your company and culture so the best talent in the marketplace will be attracted to join you.
If your website fails to bring candidates to your door, you are missing out on one of the most important recruiting tools you have to appeal to prospective high-potential employees.
Instead of the typical, dryly-written job listings about available positions, your website needs to sparkle with your personality: include this vision, this information that sets your company apart from others in your industry. Your job listings must sparkle with personality so a potential candidate thinks, "This organization is for me."
Make It Easy for Online Candidates to Apply
Once you have your candidate’s attention, you also need to provide a way for candidates to easily submit resumes for consideration for future positions. One small manufacturing website has a "Talk to the President" link and, as you can imagine, people do—and many of them bring superior talent to the conversation.
The company receives a constant stream of resumes and contacts through this invitation and even hired a Director of Production who made his first contact with the president through this link. Another website posts generic position descriptions for positions that frequently need applicants. People respond and they've recruited a strong candidate pool before it was needed. Website recruiting works.
Take a look at a recruiting website that is working well for the company in attracting talent: TechSmithCorporation Careers.
Find a third successful online recruiting website at Spotify which invites you to join the band.
The Second Most Important Use of the Web for Recruiting
You are aware of the power of networking in accomplishing business, job searching, and other professional goals. Networking remains one of the two most important tools for recruiting in the online world, too.
In one company's search for a new CFO, three of their finalists for the position were recruited through old-fashioned networking. The company just used a web recruiting twist.
The HR department gathered the email addresses of 100+ business associates and wrote a job description that defined the candidate that the organization was seeking. They then sent emails to all of the associates asking them to refer candidates for the open position.
Their referrals were among the best recruits received for the position. Most were currently working CFOs with all of the required credentials who were looking for their next opportunity.
You can use online networking to help recruit candidates in additional ways. Post the open positions in Forums and on business networking sites such as LinkedIn.com. You can use your company's online social media presence to recruit.
And, you can ask your employees to help you recruit through their participation in social media. Indeed, you will want to consider starting an employee referral program that provides monetary incentives for candidates who are hired.
More of these social media and professional networking sites appear every year. Facebook.com has expanded its audience and deserves a place in your professional networking playbook as more professionals have filled in their profiles. And, now, you can also recruit on Twitter and even, Pinterest and Instagram.
The Bottom Line
Recruiting online is a viable alternative in today’s competitive job market. Why not use such an excellent resource to help you develop the best candidate pool for your job openings? Use your website to recruit and the online world of social to network and to find great employees.
People you find via web recruiting are technically savvy, up-to-date and willing to try new options. They’re numerous, they’re local and they’re skilled–just waiting for you to find them online.