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.
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 isThe Online Recruiters
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.
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