While some people are looking for the best vacation spots this summer, recruiters are looking for the best places to source candidates. Both of these tasks can be tedious but do not have to be if one knows where to look. The best places to source depend on if you are looking for an active or passive candidate. Overall, the ideal place to find your candidates are career sites, internal databases, social media, and referrals.
Career sites like Indeed, Glassdoor, and ZipRecruiter are the best places to find active candidates. One can quickly post a job listing with a highly-clickable job title, standout job description, specific requirements, and review the applications later. Posts on social media also bring candidates to an open position. On Facebook, one can create a business page, which makes it easier to share your company culture. You can create an appealing job post through copywriting, visuals, and call-to-action methods. Posting on Facebook groups and resharing posts boosts them to reach an even wider audience. Creating a paid ad campaign for a job posting can reach hundreds and even thousands of targeted candidates. The remarkable features of Facebook ads are that one can target specific candidates depending on age, location, current job title, etc.and manage its traffic and reach.
The perfect candidate may, in fact, be already employed, and these passive candidates are more likely to be satisfied with their current job than active candidates, which makes them more challenging to recruit. However, passive candidates are more beneficial to hire since they are valuable assets to their current employer. Passive talent is less needy as they are 17% less likely to need skill development and 21% less likely to need recognition. They are also 120% more likely to make an impact within the company and 33% more likely to want challenging work. The best way to reach these candidates is through social media sites like LinkedIn, Twitter, and Facebook. Over 84% of recruiters use social media to hire candidates. You can use Twitter’s advanced search to look for profiles that use industry-related keywords and hashtags, which can be refined on location. For Facebook, you can use its targeted search capabilities and send an outreach message, which candidates are more inclined to respond to since they do not commonly receive Facebook messages from recruiters.
Use your team to find the right talent. Employees are often excited to help find new teammates and know good people who would be a strong culture fit for the company. Which improves the quality of hire as the referrals are coming from fellow colleagues. Create posts that capture people’s attention and that employees would love to share. You can also incentivize people a bit more by creating a referral program and reward them for quality candidates. Referrals have the highest applicant to hire conversion rate with only 7% applying, but this accounts for 40% of all hires. In fact, 78% of recruiters find their best quality candidates through referrals. These candidates are more likely to fit into the workspace environment easily, work harder, and won’t leave as quickly.
Here are the TOP sites for you to post your jobs:
http://indeed.com
https://jobs.google.com
https://www.ziprecruiter.com/
https://www.bevov.com/
https://www.linkedin.com
https://www.glassdoor.com
https://www.nexxt.com/
https://www.facebook.com/
https://craigslist.org/
Last but not least, do not forget to post on your company career page for organic job candidates.