Archive for October, 2013

Recruiting is one of the most important things things your company does. You recruit not only to succeed as a business, but also to excel compared to your competitors. After all, what’s a company without employees? Ensure that your company continues on strong, long after you’ve moved on, by taking the time to attract, screen, and secure the best job candidates.

Traditional Recruiting Methods

Recruiting is hardly a new concept for businesses, no matter if they’re new or established. Despite the rapid pace of change in HR methods, many of the classic recruiting methods still have roles to play in today’s world.

Newspapers are one of the oldest methods of connecting with people in their homes, and are still picked up and read by a large segment of the population today. In addition to traditional home delivery papers, most media companies now operate parallel online news sites. Make sure you check if your ad will be posted to both mediums, before you decide if it’s worth the investment.

Postings at the local Employment Office

Your local unemployment office will always be filled with people looking for work. Usually operating an extensive candidate database, financial hiring support programs, and supplementary training for struggling applicants, the employment office is a great place to affordably find many types of employees, very quickly.

Using Temp Agencies

Temporary employment agencies are quite common, and are occasionally their employees’ only source of income for extended periods of time. Experienced temporary workers can often pick up new tasks very quickly. When employers aren’t confident what the right applicant for the job will look like, or are only in need of  short-term project help, these are a great way to go.

Hiring Internally

Hiring internally is a time-tested way to ensure you have the right person for the job, and is also probably one of the easiest. You and your team already personally know the people who work at your company, and you know their work history and performance. Making a decision can be difficult, and hiring internally can cause problems, but the savings in recruiting and training costs can be significant.

Modern Recruiting Methods

The world is growing and changing, and so is the world of recruiting. New technologies like the internet and smartphones have made information is available any time and anywhere.

Leverage Smart Phones

Smart phones access to countless applications and virtually any web page. Job candidates the world over are glued to their phones. Interact in their space by optimizing your careers portal, providing ample information about your company online, and even leveraging older phone features like SMS for recruiting.

Tap in to Social Media

Most young professionals use Facebook and Twitter more commonly than they read the newspaper. Facebook and Twitter are used for everything from news to family updates. Even sports recruiters have used Facebook and Twitter for scouting. You can maximize the benefit of social media and other erecruiting strategies by ensuring that you engage with your customers, your employees, and your job candidates through these channels.

While the mediums of traditional recruiting and modern recruiting are different, the underlying strategies are still largely the same. Find an audience, talk to it, and hope that words spreads. Modern recruiting, however, offers the added convenience of faster and wider information dissemenation, with opportunities for feedback and engagement.



How do companies recruit in an era where technology rules? Recruiting and hiring has changed significantly over the years and continues to evolve as technology changes. It’s important for job seekers to be aware of how companies recruit so they can take advantage of the ways that companies are finding qualified applicants to hire.

Recruitment strategies vary. In the past, a company with job openings placed a classified help wanted ad in the newspaper or stuck a help wanted sign on the door. Some employers still do that, but more companies are turning to a multi-faceted approached to recruiting candidates for employment.

Today, companies are using a variety of methods to find and attract applicants including online job boards, social networking sites and Facebook and mobile apps.

Passive vs. Active Recruiting

In some cases, employers passively recruit by simply posting jobs on their company website and waiting for applicants to find the job posting and apply. They don’t need to do anything else because of the volume of applications they receive. Other companies are actively recruiting candidates using many different ways to connect with and engage potential employees. Even if they do get many applications they want to be sure they are reaching the best candidates including those who may not be actively seeking employment, but may be interested if they saw a job posting or were recruited.

Recruiting on Company Websites

Many large corporations have more applicants than they can readily manage, so there is no need to advertise extensively for candidates for employment. For example, Southwest Airlines received 193,636 resumes and hired 4,349 new employees in 2011. That’s a lot of applicants for every available job. Still, Southwest has a Careers section of the company website with information on jobs, benefits, the company culture, internships and tips on what it’s like to work at Southwest. Applicants can apply online by uploading, copying and pasting, or using the resume wizard to get their resume into Southwest’s applicant systems.

Reports indicate that Google receives over a million resumes a year and many other major employers receive comparatively large numbers of applications, as well.

If you know of companies where you would like to work, your first step should be to check out the company website to find available openings and apply online. Going directly to the source will get your application in the system fast and you may be able to sign up to be notified of new job openings as soon as they are posted. Here’s more on finding and applying for jobs on company websites:



Make Preemptive Counteroffers

Whether you’re a manager or a team leader, you need to retain strong contributors to foster lasting success. Retention is particularly important now that the job market is on the rebound, and you can expect your competitors to become increasingly aggressive about raiding your tech talent with offers of higher salaries, creative perks and prestige. So don’t take any employee for granted. Making staff feel appreciated and valued can be an extremely effective recruitment enticement. How do you keep a valued performer in-house? By getting proactive in your “re-recruitment” efforts, according to HR experts. Re-recruitment, an in-vogue term within talent management circles, is a way of re-energizing your employees by letting them know that they’re appreciated more than ever. This practice requires you to continually offer thoughtful gestures, such as demonstrating genuine interest in developing careers and spontaneously saying “thanks for the great work.” The following list explains why re-recruitment works and provides best practices for pursuing this approach. The guidelines are compiled from a number of online resources, including an information clearinghouse for recruitment professionals, and, a workplace culture consultancy. –

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