Review CVs daily
Every day, thousands of people post their CVs on Indeed, which means each day presents a new opportunity to find talented and capable professionals who would fit well into your organisation. Consider setting up a CV Alert so you’ll be notified about job seekers who match your criteria. Then, set aside time in your schedule to review these new CVs. The sooner you find out about qualified jobseekers, the faster you can schedule an interview and initiate the recruitment process.
Look internally
In addition to seeking qualified candidates outside your organisation, consider if any current employees are looking for a change or promotion and might make a good fit. Not only will you already know this person’s strengths and experience, but because they know the organisation, they may not need as much training and background knowledge as a new employee. Also, filling a role internally may mean retaining an employee who might otherwise have left the organisation to pursue a similar position elsewhere.
Use social media
Social networks provide a great opportunity to get the word out about open positions. But if you’re going to use these channels to share your job postings, make sure you’re available to answer questions from interested jobseekers. There are a few things you can do to make social media recruitment especially effective:
- Encourage sharing: Ask people to share the job posting with their networks. The more it’s shared, the wider the audience and the larger the pool of potential candidates
- Promote your company culture : Include photos and videos that depict your company culture to help generate excitement about the role and your company
- Provide contact information: Consider including an email address where jobseekers can send any questions they may have before they apply
Consider new jobseekers
Just because someone doesn’t have a great deal of experience in your field doesn’t mean they won’t make a great employee, especially if they possess the soft skills and personality traits you’re seeking for a role. Unless the role for which you’re recruiting specifically requires industry experience, such as a leadership position, there’s no reason not to consider candidates who are fresh out of school or looking to make a career change. Never underestimate the power of a motivated individual who is eager to learn. After all, everyone has to start somewhere.
Help employees become brand ambassadors
When an employee loves their workplace, they naturally fall into the role of an advocate. They’ll tell friends and family about their great experiences, and are often the first to share open positions with their network. Employers can fuel this behaviour by creating a voluntary brand ambassador programme where passionate employees have the opportunity to represent the company at various events and earn special swag. Pair this with an employee referral programme that rewards workers who help you find future employees.
Go to local universities
Teaming up with local colleges and universities is an excellent way to find qualified, new talent. Attend campus career fairs, or offer to speak about your company in relevant classes or club meetings. In addition to finding a steady flow of interns, you could also engage with students as they begin their post-graduation job search.
Increase your visibility
The best way to find employees is to make sure jobseekers know you’re hiring people. But with so many jobs posted online every day, it can be hard to stand out. Here are a few things you could do to make your job postings more noticeable:
- Use specific job titles: The less generic the title, the more likely the job will be to catch the right jobseeker’s attention.
- Be thorough: When job seekers search on Indeed, they have the option to narrow down their search by selecting criteria. Include a location, experience level, salary estimate and other information to make sure your listing will appear in refined results.
- Opt for Sponsored Jobs: A Sponsored Job is a paid listing displayed at the top and bottom of relevant pages, and it won’t be pushed further back in the results pages over time.
Broadcast your benefits and perks
Competitive pay , flexible hours, generous paid leave, remote work opportunities, free meals and on-site yoga classes are all examples of benefits and perks you could offer. If you have any particularly enticing benefits or perks, be sure to make them well known. Jobseekers are highly interested in these sorts of details, and any special extras will help attract candidates and make them more likely to apply.
Be sure to list your benefits on your Indeed Company Page and share this information in your job postings, too.
Keep an eye out for talent everywhere
From industry conferences and networking events to dinner parties and coffee runs, there are practically unlimited opportunities for finding potential new employees. You never know when someone may be looking for a job, or at least open to discussing new opportunities.
For example, if you’re looking to fill a customer support position, be on the lookout for memorable customer service experiences. The friendly barista who engages you in conversation while whipping up your morning latte might be the perfect next new employee.
If you’re struggling to find employees, these tips could help make your search much easier. By combining online tools like Indeed Sponsored Jobs and CV Alerts along with traditional, offline methods such as university careers fairs and employee referral programmes, you could increase the size of the talent pool from which you’re drawing and make your search for your next new employee much more effective.
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