Top five recruiting tools to help companies get the best candidates

97107686_handshake-500pxJust like many other aspects of business, social media has changed the recruiting scene for employers and job-seeking candidates, alike.  Recruitment has evolved from cold calls, knocking on doors, and hitting the proverbial pavement, to job fairs, networking social events, placement agencies, and then online websites.  Now, even the websites that are being utilized have changed, and some of the sites that were once considered to be “cutting edge” are now seemingly archaic and underutilized.

So how do you know if you are using the right sites or taking the best steps toward finding that ideal candidate or that next dream job?  Here are five tools that you may want to utilize, if you have not already, to enhance your recruitment and job-searching capabilities.

Five recruiting tools that you should be utilizing

LinkedIn, http://www.linkedin.com/.  LinkedIn is one of the fastest growing and most efficient ways for candidates, employers, and placement agencies to find a good match at a professional level.  LinkedIn is generally used for professional recruitment and networking and is an excellent tool as it seems to somehow organically weed out poor quality candidates, since it is utilized mostly by very computer savvy, experienced business professionals and is not as well known to the non-business world as a source of finding employment.

Careerbuilder, www.careerbuilder.comCareerbuilder has remained a solid staple in the recruiting world over the last several years and has surpassed older sites that were popular in the past, like monster.com.  Careerbuilder remains stable, successful, and proves to get results.  The slight disadvantage to Careerbuilder vs. LinkedIn as a recruiting tool is that it is more expensive to post jobs, and also does not seem to have the same organic filter that LinkedIn does, so you will inevitably be inundated with many resumes that are irrelevant or unqualified for the position that you are posting.  You will get a more quantitative response, but the quality may not be as high.  This is not to say you can’t find quality candidates through Careerbuilder, because you certainly can; You just might need to do some more digging to get there.

School Job Boards and Career Fairs.  Although this is not necessarily a new way to recruit, it is still extremely effective.  As an employer who may be looking to recruit candidates for entry-level positions, maintaining connections with the appropriate personnel at local area schools who are able to post jobs to job boards for students to view and apply to is an excellent method of recruitment.  Job/career fairs are also great ways to meet soon-to-be or recent graduates who are looking to kick-start their career.

Internships.   Internships are a fantastic way for both employers and potential employee candidates to determine if they have found a good fit.  If you have a well established internship program, be sure to utilize this as a recruitment tool as well.  It is almost like a really long interview: you get to observe work ethic, real-life responses to working situations, and quality of work.  Move beyond the canned questions and answers of an awkward interview, see what it is like to work with this person and let them see what it is like to work for you.  Some of the most successful working relationships between employee and employer have been born from internships, or similarly temporary placements.

In-house Recommendations.  Utilize your current employees as a recruitment tool.  When posting for a new position, or beginning to recruit, don’t forget about your current good, hardworking employees, who know what it takes to be successful in your company and may know of someone who would do an outstanding job.  Many companies offer recruitment bonuses to employees who refer a candidate that ends up getting hired and successfully implemented as a full-time employee.  This is an excellent incentive for employees to look to help employers continuously grow and better themselves, as well as assist with the recruiting process.

Remaining aware of what is “in” and what is “out” as far as social media and recruiting websites is important, but keeping an open mind on how to recruit efficiently and not having to spend costly fees for headhunters, etc., is also a key to your success.  For both job seekers and employers, persistence, diligence, and utilization of all online or offline networking resources will be continuously important to find the right match.  The jobs and candidates are out there, you just have to know where to look.

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Top five recruiting tools to help companies get the best candidates

97107686_handshake-500pxJust like many other aspects of business, social media has changed the recruiting scene for employers and job-seeking candidates, alike.  Recruitment has evolved from cold calls, knocking on doors, and hitting the proverbial pavement, to job fairs, networking social events, placement agencies, and then online websites.  Now, even the websites that are being utilized have changed, and some of the sites that were once considered to be “cutting edge” are now seemingly archaic and underutilized.

So how do you know if you are using the right sites or taking the best steps toward finding that ideal candidate or that next dream job?  Here are five tools that you may want to utilize, if you have not already, to enhance your recruitment and job-searching capabilities.

Five recruiting tools that you should be utilizing

LinkedIn, http://www.linkedin.com/.  LinkedIn is one of the fastest growing and most efficient ways for candidates, employers, and placement agencies to find a good match at a professional level.  LinkedIn is generally used for professional recruitment and networking and is an excellent tool as it seems to somehow organically weed out poor quality candidates, since it is utilized mostly by very computer savvy, experienced business professionals and is not as well known to the non-business world as a source of finding employment.

Careerbuilder, www.careerbuilder.comCareerbuilder has remained a solid staple in the recruiting world over the last several years and has surpassed older sites that were popular in the past, like monster.com.  Careerbuilder remains stable, successful, and proves to get results.  The slight disadvantage to Careerbuilder vs. LinkedIn as a recruiting tool is that it is more expensive to post jobs, and also does not seem to have the same organic filter that LinkedIn does, so you will inevitably be inundated with many resumes that are irrelevant or unqualified for the position that you are posting.  You will get a more quantitative response, but the quality may not be as high.  This is not to say you can’t find quality candidates through Careerbuilder, because you certainly can; You just might need to do some more digging to get there.

School Job Boards and Career Fairs.  Although this is not necessarily a new way to recruit, it is still extremely effective.  As an employer who may be looking to recruit candidates for entry-level positions, maintaining connections with the appropriate personnel at local area schools who are able to post jobs to job boards for students to view and apply to is an excellent method of recruitment.  Job/career fairs are also great ways to meet soon-to-be or recent graduates who are looking to kick-start their career.

Internships.   Internships are a fantastic way for both employers and potential employee candidates to determine if they have found a good fit.  If you have a well established internship program, be sure to utilize this as a recruitment tool as well.  It is almost like a really long interview: you get to observe work ethic, real-life responses to working situations, and quality of work.  Move beyond the canned questions and answers of an awkward interview, see what it is like to work with this person and let them see what it is like to work for you.  Some of the most successful working relationships between employee and employer have been born from internships, or similarly temporary placements.

In-house Recommendations.  Utilize your current employees as a recruitment tool.  When posting for a new position, or beginning to recruit, don’t forget about your current good, hardworking employees, who know what it takes to be successful in your company and may know of someone who would do an outstanding job.  Many companies offer recruitment bonuses to employees who refer a candidate that ends up getting hired and successfully implemented as a full-time employee.  This is an excellent incentive for employees to look to help employers continuously grow and better themselves, as well as assist with the recruiting process.

Remaining aware of what is “in” and what is “out” as far as social media and recruiting websites is important, but keeping an open mind on how to recruit efficiently and not having to spend costly fees for headhunters, etc., is also a key to your success.  For both job seekers and employers, persistence, diligence, and utilization of all online or offline networking resources will be continuously important to find the right match.  The jobs and candidates are out there, you just have to know where to look.

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Top five recruiting tools to help companies get the best candidates

97107686_handshake-500pxJust like many other aspects of business, social media has changed the recruiting scene for employers and job-seeking candidates, alike.  Recruitment has evolved from cold calls, knocking on doors, and hitting the proverbial pavement, to job fairs, networking social events, placement agencies, and then online websites.  Now, even the websites that are being utilized have changed, and some of the sites that were once considered to be “cutting edge” are now seemingly archaic and underutilized.

So how do you know if you are using the right sites or taking the best steps toward finding that ideal candidate or that next dream job?  Here are five tools that you may want to utilize, if you have not already, to enhance your recruitment and job-searching capabilities.

Five recruiting tools that you should be utilizing

LinkedIn, http://www.linkedin.com/.  LinkedIn is one of the fastest growing and most efficient ways for candidates, employers, and placement agencies to find a good match at a professional level.  LinkedIn is generally used for professional recruitment and networking and is an excellent tool as it seems to somehow organically weed out poor quality candidates, since it is utilized mostly by very computer savvy, experienced business professionals and is not as well known to the non-business world as a source of finding employment.

Careerbuilder, www.careerbuilder.comCareerbuilder has remained a solid staple in the recruiting world over the last several years and has surpassed older sites that were popular in the past, like monster.com.  Careerbuilder remains stable, successful, and proves to get results.  The slight disadvantage to Careerbuilder vs. LinkedIn as a recruiting tool is that it is more expensive to post jobs, and also does not seem to have the same organic filter that LinkedIn does, so you will inevitably be inundated with many resumes that are irrelevant or unqualified for the position that you are posting.  You will get a more quantitative response, but the quality may not be as high.  This is not to say you can’t find quality candidates through Careerbuilder, because you certainly can; You just might need to do some more digging to get there.

School Job Boards and Career Fairs.  Although this is not necessarily a new way to recruit, it is still extremely effective.  As an employer who may be looking to recruit candidates for entry-level positions, maintaining connections with the appropriate personnel at local area schools who are able to post jobs to job boards for students to view and apply to is an excellent method of recruitment.  Job/career fairs are also great ways to meet soon-to-be or recent graduates who are looking to kick-start their career.

Internships.   Internships are a fantastic way for both employers and potential employee candidates to determine if they have found a good fit.  If you have a well established internship program, be sure to utilize this as a recruitment tool as well.  It is almost like a really long interview: you get to observe work ethic, real-life responses to working situations, and quality of work.  Move beyond the canned questions and answers of an awkward interview, see what it is like to work with this person and let them see what it is like to work for you.  Some of the most successful working relationships between employee and employer have been born from internships, or similarly temporary placements.

In-house Recommendations.  Utilize your current employees as a recruitment tool.  When posting for a new position, or beginning to recruit, don’t forget about your current good, hardworking employees, who know what it takes to be successful in your company and may know of someone who would do an outstanding job.  Many companies offer recruitment bonuses to employees who refer a candidate that ends up getting hired and successfully implemented as a full-time employee.  This is an excellent incentive for employees to look to help employers continuously grow and better themselves, as well as assist with the recruiting process.

Remaining aware of what is “in” and what is “out” as far as social media and recruiting websites is important, but keeping an open mind on how to recruit efficiently and not having to spend costly fees for headhunters, etc., is also a key to your success.  For both job seekers and employers, persistence, diligence, and utilization of all online or offline networking resources will be continuously important to find the right match.  The jobs and candidates are out there, you just have to know where to look.

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