Click
Here
for more articles.
|
|
|
Recruiting Excellent
Job Candidates: |
by:
David
Leonhardt |
Six Easy Search
Tips to Get the Cream of the Crop
By David Leonhardt
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.
One excellent tool for finding industry-specific job boards can
be accessed at:
http://www.onlinerecruitersdirectory.com/jobboard.php
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 is:http://www.onlinerecruitersdirectory.com
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.
About the author:
David Leonhardt is a freelance writer:
http://www.seo-writer.net/
He wrote this article for the Online Recruiters Directory:
http://www.onlinerecruitersdirectory.com/about.php
Circulated by Article
Emporium
|
|
|
