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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:
http://www.onlinerecruitersdirectory.com/jobboard.php
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:http://www.onlinerecruitersdirectory.com
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.
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