Employers who are able to find the best people do it by maintaining a pool of candidates before a position even opens. The most successful recruiters seek relationships with talented prospects on a continual basis. These four resources can help you to build a large pool of contacts for key roles.
Employee Networks
If you need a software engineer, notify the developers you already have on staff. They may belong to professional or social media groups that could represent a ready-made pool of qualified people. By having employees suggest names or put out the word, you could gather a pool of excellent candidates without the need for job postings. In many companies, employees are motivated to help out by management offering them cash bonuses if their candidate is hired.
Industry Contacts
Have employees who take part in conferences or trade shows assemble contact lists of qualified people and key industry figures. You could also offer them some incentive to build their lists. You can reach out to these contacts even if you don’t currently have an open position. The point is to always add to your own network of industry contacts and candidates. Even if they aren’t interested, they might be able to recommend someone who is or has made a great impression.
The Right Talents
Make your “Job Openings” page focus on those who can fill organizational roles, such as analysts or project managers. More organizations see the value of a new kind of professional, one who can manage people, assets, and finances, and understand how to lead and build a better company culture. Business structures are essential to productivity, and those obtaining organizational development degrees can contribute in a wide variety of industries.
Recruit on Your Company Site
Many organizations have a “Job Openings” section on their website, but tend to ignore it unless they’re actively seeking new hires. If you want to invite top talent, make your recruitment page pop. Include content that expresses your company’s commitment to quality and rewarding top performers. Include a success story or two of past hires. Always accept applications for difficult-to-fill positions and add qualified people to your pool of talent.
Internet Recruitment Tools
These days more than 90% of resumes are posted online. You can always post on top employment sites, but if you’re going after the top talent, do your homework on where to find them. University forums, technical blogs, professional sites, and other industry focal points may turn up skilled contacts worth reaching out to. At least post ads to these sites, as well. Just make sure you represent your organization as more than a job, but an exciting and rewarding opportunity.
The sooner you adopt and master proactive recruitment strategies, the sooner you can build your own talent pool. Even those who are already employed may switch teams. You will likely find it better than sorting through hundreds of resumes.
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