An independent recruiter, recruiting agency or executive search firm is
charged with tracking down excellent potential candidates for available
job positions. Despite the fact that there are innumerable people
seeking positions of employment in the 21st century, it often seems to
a typical recruiting agency that qualified men and women are few and
far between.
Here are six easy tips that recruiting services, staffing firms, or
executive search firms should keep in mind when on the hunt for
outstanding potential job candidates in the 21st century.
These tips are equally applicable to companies undertaking their own
search without the help of recruiting agency services. Indeed, the
headaches associated with finding qualified personnel is magnified for
a company undertaking its own recruitment efforts.
1. Post an Ad on an Industry-specific Job Board. Oftentimes, a
recruiter will take a scattershot approach to finding candidates that
are worthy of consideration for an available position. They broadcast
far and wide the fact that a certain position is open and available, in
big city newspapers and on major Internet job boards.
If a recruiting agency were more thoughtful about its recruitment
efforts, it would realize the benefits of positing an announcement of
an available position on an industry-specific Internet job board. By
posting in a selective and admittedly limited manner, recruiters and
staffing firms would be reaching out precisely to the pool of people
most likely to be qualified for an open position.
One excellent tool for finding industry-specific job boards can be accessed at the Online Recruiters Job Board Directory.
2. Use Recruiters that Specialize in a Given Field. As with
advertising, choosing an effective recruiter might be just a matter of
targeting, particularly for a managerial or executive position. These
positions can be very hard for in-house personnel directors and human
resource managers. While these people do have responsibility for
hiring, the search for a new employee with skills beyond the norm for
their company can best be targeted by a professional executive head
hunter.
The same can be said for specialized fields, such as accounting or
information systems. In-house human resources staff might know all
about pharmaceutical skill-sets required for a multitude of research
and administration positions, but they might rarely have to deal with
hiring staff to track money or to keep the computers functioning.
That's when recruiting agency services specializing in IT or in
accounting can come in handy.
3. Develop an In-House Referral Program. In many instances,
exiting staff members can help speed up the search for quality job
candidates. Employees often have contacts elsewhere within the
industry, some of which may be looking for a change of employment.
By cultivating this internal resource, a personnel director can develop
a wealth of ready information about prospective employees who might
well serve the organization as valued employees.
4. Search Resumes Posted on Job Boards. In addition to
advertising on an industry specific job board, a diligent personnel
director or recruiting agency will want to take the time to search and
consider resumes that have been posted on job boards.
Often, a person pounding the pavement looking for employment may not
have the time to take in and review all of the various available
positions that have been posted on a every job board. This is even more
true if a given prospect is a highly sought-after candidate, who might
be still busy in a current position of responsibility.
5 .Use a Directory of Recruiters. Because there are so many
different type of recruiters in business in the 21st century it can
often be difficult for in-house human resources staff to pinpoint the
recruiter that will be best able to meet the needs of a given employee
recruitment campaign. But there are resources available, such as
directories of recruiters. One such directory is the Online Recruiter Directory.
By using a professional directory, in-house human resources staff will
be able to identify the most appropriate resources for their company
and for the recruiting task at hand. Even staffing firms can benefit
from such a recruiters directory to seek help in a specialized field
they don't often work with.
6. Don’t Rush the Process. Finally, while it is an overused
saying, “Rome wasn’t built in a day.” In the same vein, 99 times out of
100 there is no need to rush the process of seeking, identifying and
hiring a new employee, particularly an executive level employee.
A personnel director should take his or her time to identify, screen,
interview and hire the best candidate. Throughout this process, a human
resources manager or specialist will rely on the services and support
tools identified in this article.
By using these tips, in the long run the best possible candidate for a
given position will end up being hired, and the company will benefit
from the best possible employees.
