Tips For Recruiting Online

Many companies are now recruiting online, as it has become so easy to use the Internet to locate the best candidates from all over the world. The continual advances in technology make it much easier and more cost effective for companies to find job seekers who match specific criteria that are necessary attributes for the job advertised.

There are a number of recruiting tips on what to look for in a candidate that will help you to find the right person for the vacancy that you are trying to fill.

These tips can be applied to any recruiting situation but there are specific considerations that apply when you are recruiting online, which are also covered.

Find the right attitude

It is extremely important to find someone with the right kind of attitude towards work, as a person with the right kind of attitude will be able to achieve greater success in any business. When you are recruiting online for a position in your company, you need to find a way of measuring the attitude of the candidates on the short list.

You can do this by screening for certain positive words in the resumes that you receive or ask applicants to go through an online assessment test that will help to provide insights into their attitude. Also, if you are interviewing face to face, you will be able to judge from the candidate's demeanor if they are positive or not.

Find a team player

As with any role, it is very important to find a team player, rather than a lone superstar. The candidate you choose must have the capability to either manage a team effectively or to fit into your current team environment and contribute as soon as possible to reaching your organization goals.

Normally a quick review of the candidates resume would provide this type of information, but you need to be ready to handle a significant amount of volume of applications when recruiting online. You can use screening keywords to specifically include or exclude applicants that include these words in their resumes. Another way that you can use screening keywords is in relation to technical qualifications where specific keywords will indicate whether a candidate is suitably qualified for the role

Find a candidate with the right character

Whilst qualifications prove that the candidate has sufficient technical knowledge to meet the requirements of the role, character on the other hand is a necessary attribute to maintain a proper and healthy working environment in the workplace. The resume of a candidate will give you a good summary of their previous experience and credentials, but you need to get a deeper insight into the character of the candidate by questioning them in person, using questions that will provide answers to what type of character they are.

Normally this would be done in an interview situation, and when recruiting online it can also be found out through a telephone interview. You should also ask specific questions either in a pre-selection questionnaire or at the interview to find candidates who are multi-skilled and can multitask easily. These qualities come in very useful in times of emergencies

These tips will help you focus on the skills that are not found as easily from the candidate's resume or application form but can be found using some of the technology that is available to you when you are recruiting online.

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Successful recruitment strategies

In a labor market where employees are hard to come by, recruiting becomes essential. It is no longer possible to just post a ¡§help wanted¡¨ sign and expect the unemployed or underemployed to line up at your door¡Xespecially if your business is computer-related or service-related. Many service managers say that they are now in the position of constantly recruiting, even when they don¡¦t have an immediate opening.

The first step to effective recruiting is to fully understand the type of employees you need and what skills and knowledge your employees need to succeed at your business. Skills are those abilities needed to perform the job while knowledge is what the employee needs to know to perform the job.

The second step is to identify potential employees who have the necessary skills and knowledge. It is important at this point that you think beyond the traditional employee groups from which you have always hired. Yes, graduating students and workers with experience in your industry is one place to draw from. But with an ever-shrinking market and with an increasingly competitive economic environment, you need to draw people in from outside your traditional pools. Consider some of the following categories:

„h Former employees

„h Volunteers

„h Homemakers

„h Students

„h Family members of present employees

„h Legal immigrants

„h Military personnel and their dependents

„h Older workers

„h People with mental or physical disabilities

„h Ethnic minorities

„h People looking for a new career

„h People new to the community

„h People looking for part-time or telecommuting work

„h People currently on welfare or assistance

Now you have to determine how you will reach the people in these groups and let them know about opportunities at your business. Don¡¦t ignore traditional methods such as job postings or classified advertising, but be prepared to expand beyond this¡Xespecially if you are trying to reach groups of people who have NOT been reached through your traditional recruiting techniques.

Here are some creative ways you could notify people about your employment opportunities:

„h Sponsor work-study programs.

„h Invite students at local high schools or colleges to spend a day at your business shadowing an employee.

„h Provide mentored internship opportunities.

„h Post notices at churches in your targeted communities.

„h Meet representatives from minority agencies within the community.

„h Post notices at youth centers.

„h Advertise on bulletin boards, at the supermarket, library, health club, Laundromat, child care center, family restaurants, etc.

„h Place fliers on car windshields in parking lots.

„h Speak at ¡§English as a Second Language¡¨ classes.

„h Distribute leaflets at immigrant settlement centers.

„h Have an older worker whom you employ speak at a senior citizens center.

„h Distribute fliers at senior citizen housing complexes and meeting locations

„h Publicize in your employee publications or on employee bulletin boards information encouraging present employees to recommend family members for employment.

„h Offer a cash award for employees recommending a family member who is eventually hired and remains on the job for a specified time.

„h Visit schools that train people with disabilities.

„h Become acquainted with directors of local agencies offering services to people with disabilities.

„h Speak at adult evening education classes.

„h Go to businesses that are closing and tell employees there about your employment opportunities.

„h Post on electronic bulletin boards where there seem to be a high concentration of employees with the skills you are seeking.

As the job market continues to shrink, you may find that you need to be creative to reach even your traditional pool of employees. Managers in the service industry have shared some of the following creative strategies:

1. Turn your best employees into headhunters for your business. When there is an opening, ask your high-quality performers to refer people they know who would make good job candidates.

2. Look for good service no matter where you are. If you receive good service from a grocery store clerk, bank teller, restaurant, dry cleaning attendant, write them a thank you note that concludes with a comment that you could use someone with the commitment to service that they demonstrated and to call you if they are interested in talking about job opportunities.

3. Look among your customers. If you have a satisfied customer, find a non-obtrusive way (such as a card or sign in your business) telling them that you¡¦d like to talk to them about job opportunities.

4. Set up an employee hotline and keep it updated. When prospective job seekers call the hotline, they get a recorded message giving them a list of job openings and a brief description of each.

5. Sponsor a recruitment day each year and advertise it on a local billboard several weeks ahead of time.

6. Hold career fairs¡Xnot just at colleges but at high schools with career programs as well.

7. Partner with welfare-to-work programs who will train and mentor people whom you can employ.

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