Hiring People_ Recruit and Keep the Brightest Stars - Kathy Shwiff [6]
When advertising on the Internet, don’t forget about your company’s own Web site. Adding a “Careers” section to your corporate site is a wise move—it offers a permanent recruiting space, plus many job seekers target specific companies and frequently check for openings on their sites.
Another good tactic is recruiting through the Web sites of professional associations, or trade organizations such as the American Institute of Certified Public Accountants. While people not actively looking for jobs are unlikely to visit employer sites or big job boards, they probably check out specialty sites in order to network with their peers, or read about issues in their field, and they might take a look at job postings there. If you are hiring in a field that has a strong professional or trade association, it makes sense to post your job opening on their Web site.
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Dos & Don’ts
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TARGETING THE TALENT YOU NEED
Before placing your ad or job listing in any media, review the following tips and suggestions:
Do review the job description to clarify the qualities you want in a successful candidate.
Do evaluate where the right candidates or talent for your position typically search for job listings.
Don’t overlook candidates who may not be actively looking for a new opportunity; reach them by advertising on industry-related sites and sites unrelated to work.
Do consider trade publications, special-interest meetings, and industry events that draw the type of candidate you need.
Do identify the top three reasons that someone should work for your company.
Do understand the role of the open position and its function within your team and your company.
Do discuss expectations with a recruiter, if you employ one, setting timelines and goals.
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Costs of Advertising
When deciding where to advertise, cost is always an important factor. But you will also want to think about what you’re getting for your money. Many of the largest job sites can be expensive, but they come with a proven track record. If you are looking for a versatile, multifaceted worker, then casting a broad net on one of these sites is a good idea. On the other hand, if you are seeking someone with very specialized skills, try a smaller, less expensive niche site, such as an industry-or location-specific job site, or the Web site of a professional or industry association.
Before you consider posting on a Web site, you need to do a bit of investigation. What does it cost to advertise a job? How many people visit the site each month? How many and what percentage of these are in the group you’re targeting? Since you want people to actually find your ad, look into job boards that can tell you how long people stay on their site. Also, ask when the site was founded. The longer it’s been in business, the more information you have on its reliability and performance. Also, find out what the site does to draw in passive job seekers. Are there features and activities specifically designed to appeal to people who aren’t looking for a job, such as discussion groups or articles about improving on-the-job performance?
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Behind the Numbers
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WHERE ARE COMPANIES FINDING THE BEST CANDIDATES?
A 2005 survey of seventy-three leading employers ranked various sources of job candidates based on the percentage of organizations that reported being satisfied with the return on their investment.
Employee referrals
82%
Organization’s Web site
71%
Campus recruiting
60%
Niche job boards
58%
General job boards
51%
Search firms
42%
Networking technology
36%
Commercial resume databases
33%
Career fairs
30%
Newspapers
15%
Source: “2006 Recruiting