4 ways to find quality job candidates beyond the internet
Hiring Managers, Human Resources Directors, Executives, and Recruiters know that finding the right new hire can be a lot like looking for a needle in the proverbial haystack. It takes time, manpower, and a lot of legwork. Social media, job sites, and online resources enable you to widen searches and make virtual connections, however you can’t rely only on the internet to find good candidates. No matter how convenient it is to search through online profiles on places like LinkedIn or other job sites, the best methods are still offline.
Here are 4 ways of finding quality job candidates beyond the internet.
1. Who do you know…and who do they know?
Chances are you are connected to a wide network of people. The best job candidates often still come the old-fashioned way…through personal referrals. In fact, according to ERE Media, “Top organizations make over 50% of their new hires through employee referrals…Research shows that 46% of referred employees stay for at least one year after they were hired, which is higher than the 22% of non-referred talent…”
A great place to start is by getting referrals from current employees. An entrepreneur.com article puts it this way, “Your super star employees probably already know other super stars.” You can go so far as to provide monetary incentives in order to encourage employees to refer candidates. The bonus with this method is that your employees already know exactly what the job entails and they (hopefully) know the person they are referring better than a resume or interview will ever reveal.
Look in your rolodex (or your phone contacts). How many contacts do you have? Hundreds? Chances are the person you’re looking for is already there.
Beyond your employees and your own contacts, you can also seek referrals from outside business partners, consultants, or vendors that work with your company.
2. Attend industry events and organizations
Industry conferences are a great place to find “like-minded” future employees. These events are literally saturated with professionals who are already passionate about your field and probably have the appropriate job skills and knowledge.
Here are some tips from RecruiterBox.com for making the most of a conference
- Look over the attendee list before you go and decide who you want to meet.
- This isn’t speed networking, so do more than just collect business cards. Try to establish a personal connection so when you make the pitch, the person is more open to the opportunity.
- In presentations and seminars, pay attention to the people who are engaging and asking thoughtful questions. Be careful to avoid those who just like the sound of their own voice, though, or who want to brag about their own experience.
- Make a note on each business card you collect as a reminder. Include where/how you met and what you talked about.
You don’t have to limit yourself to annual conferences, either. Join local industry groups, which are more likely to have regular networking events.
3. Build your talent pipeline before you need it
ERE Media suggests that you, “Proactively identify, attract, and engage qualified candidates with the desired skills, experiences, and cultural fit.”
Attending industry events and networking within your business circle are perfect ways to connect with potential candidates. Don’t write people off if they happen to work for another company, either. If you’ve attended a meeting with a talented super star, but he/she is “otherwise engaged,” you can still keep the name on file. You never know when that person might be looking to make a move.
More tips from Kirsten Arias, Vice President at Mankuta | Gallagher:
- “The most qualified talent is typically not actively looking for new job opportunities, so you need to create a talent mapping strategy to locate and engage with this passive candidate pool.”
- “Think broadly as you engage with candidates. Just because they lack a skill requirement for a position they are being considered for doesn’t mean they are not a fit for another role within your organization.”
4. Make talent come to you
An Entrepreneur article states, “You’ll get noticed by the best if people believe you are the best. Being the best means you’re less likely to have to battle with the mass of mediocre competitors out there.”
If the top talent is not seeking you out, ask yourself why:
- How you can differentiate your company from others in your field?
- What is your reputation in the industry?
- How can you change that if needed?
- Ask yourself why top talent would not choose to work for you (beyond salary)
- What can you do about that?
Another way to bring talent to you is to develop your employer brand. This means ensuring your own online presence clearly and effectively communicates your company culture, values, and business goals. Most importantly, you need to create a killer “Careers” page on your website. According to ERE Media, “Nearly 30% of all companies surveyed say at least half of all candidates apply after visiting the company career site.”
Another research report from Talent Board said, “Company career sites are the most valuable and preferred source of information for candidates when researching an employer.”
So ensure the content on that page is relevant, specific and compelling so job candidates practically salivate to work for you.
At Mankuta | Gallagher we go beyond internet searches and online profiles. We connect with clients and talent with telephone outreach and interviews to find the best match for a successful hire. Contact us to learn how we can help you make lasting connections for your business.