In this video, HR Daily Advisor Editor Stephen Bruce talks about how to attract qualified applicants—without attracting those who are not qualified. Be sure to look out for the next video in the Hiring 101 Series, about what to do with all those résumés you’re going to get.
SB: This is Steve Bruce for the HR Daily Advisor. This video is the third in our series Hiring 101. It’s about attracting qualified candidates.
How do you attract qualified applicants—without attracting those who are not qualified? Describe what you want in detail, select your sources carefully, and spread a wide net.
Define Search Parameters
Does the position require a local, regional, or national search?
How fast do you need to fill this position?
How hard is it to find candidates with the background you need?
Select Your Sources Accordingly.
Determine what you need from candidates. Sometimes a resumé is enough, but often other materials are necessary. For example, if you are hiring a writer, ask for writing samples.
Identify your best sources
Consider these sources for candidates:
Internet Posting. Many organizations post jobs on their own websites, and take applications on the site. Also consider the various job boards, national, state, and local, industry-related sites, and job function-related sites.
Advertising. Newspapers are still a common place for some advertising. Other print media, such as professional magazines and newsletters are also good; however, lead times may render them unsuitable for many positions.
Job Fairs.Typically, these events feature several companies and are heavily advertised. If you have many openings, consider your own job fair.
State or Local Employment Agencies. You may be required by law to register certain openings.
Industry and Professional Associations. These organizations often maintain posting or referral services, sometimes on their websites.
Colleagues at Other Organizations. Colleagues at other organizations who hire the type of person you need often know of qualified candidates.
Co-workers. Spread the word to fellow employees. Many organizations reward employee referrals.
Minority Groups. Advertising in minority media and contacting minority organizations will expand the diversity of your candidate pool.
Search Firms and Agencies. These organizations will help identify qualified candidates, for a substantial fee.
Direct Recruiting. Some organizations conduct their own search operations, calling candidates who work for competitors. However, many organizations frown on this practice.
College Placement Offices. Naturally, you would consider college placement offices for new graduates, but be aware that many offices also maintain postings for past graduates.
Make Sure You Spread a Wide Net
Using several sources helps you in two important ways:
You will get the greatest number of qualified candidates to apply, and
You will ensure that you attract a diversity of candidates, or at the least, that you have offered the opportunity to apply to a wide diversity of candidates.
If your organization has an affirmative action program, familiarize yourself with its contents and follow its guidelines throughout the recruiting process. Include “Equal Opportunity Employer” in your ads.
Be sure to view the next video in our Hiring 101 series—about what to do with all those resumes.
For detailed guidance on hiring and all your HR challenges, we recommend HR.BLR.com.
This is Steve Bruce for the HR Daily Advisor.