In the age of the Internet and the never-ending supply, it is very easy to get lost when looking to recruit new employees. In this article we will try to sort through all the common sources, cover recruitment options and give practical recommendations on how to recruit for different positions
There are so many options ... How do i start recruiting?
In the age of the Internet and the never-ending supply, it is very easy to get lost when looking to recruit new employees. In this article we will try to sort through all the common sources, we will cover recruitment options and give practical recommendations on how to recruit for different positions.
Before I write on the recruiting sources themselves, we can't start a hiring process without a recruiting profile. While this article is not about building a recruiting profile, it is very important and in one sentence - please include a document that contains the guiding principles of the job, what is required of the employee and what is important to you when you are looking for an employee for the specific job you are recruiting for.
Do we have a recruiting profile? Excellent! Now you can start looking for employees.
Main Recruitment Sources:
How to reach placement companies? Friends / colleagues recommendations, internet search, LinkedIn.
Main advantage - getting applicants on a silver platter, the placement company does all the work for us.
Key disadvantage - expensive. The placement costs usually ranges from 100%-200% of a candidate's base salary, which can reach in some positions to over 10K Euro.
When does it pay off to use? Function of cost versus benefit. When a company loses money every day because it's missing employees, the job is definitely worth paying for, provided the cost repays itself.
The type of jobs recommended for use - if you you agree to pay - is suitable for all types of jobs
Friend brings a friend
What is Friend brings friend? Many companies pay employees for their friends and it works great. Those who brought a friend to work receive money in wages, benefits, vacations, etc. In addition, there are apps like Tomigo that help employees post the job and help the organization track that the friend actually came through the employee.
Main advantage - Show me who your friends are and tell me who you are. Employee's friends are usually higher quality candidates and come with "positive poison" from their friends, making it easier to recruit and locate.
Key disadvantage - requires resources, advertising and monitoring within the organization.
When does it pay off to use? Almost always, the costs are cheaper than the placement and the quality of the employees is high.
Recommended Type of Jobs - All Jobs.
Job Ad websites
how to use? The top 3 sites in Israel are Jobmaster, OLjobs and Jobmaster, In Bulgaria you have Jobs.BG. Every country has it's website and they are very easy to find and operate. A quick search on the Internet can find you more alternatives, but they are certainly the most common and effective. The main method of those websites is that you pay for advertising your jobs where additional paid packages allow you to advertise, appear more in the results, etc.
Main Advantage - Relatively Cheap and Specific Jobs (Later in the article we will explain which jobs to advertise where) Certainly a large number of low-cost candidates can be obtained.
A major drawback - requires a lot of time and tinkering, because you get a lot of irrelevant candidates. In addition, not suitable for all types of jobs.
When does it pay off to use? When there is a skilled manpower who can filter the call of life and act on awareness.
Recommended type of jobs - usually for non-senior positions.
how to use? It is very difficult to explain in a sentnce about the use of LinkedIn for recruitment, as there are almost unlimited options on LinkedIn. If we try to define in a sentence, it is one of the most important sources of recruitment in the world. In LinkedIn you can search candidates by job, experience and current company in which they work and give them an attractive offer. In addition, there is also a sponsored ads section. Linkedin perorms as the "Facebook" of the business world where relationships can eventually be created that will lead to both recruitment and business referrals.
Main advantage - a huge pool of candidates and we can see both the employment history (of those who bother to fill in) and unlimited hunting options.
Main disadvantage - sometimes long response time from applicants, plenty of inquiries leading to indifference and also unsuitable for all types of jobs.
When does it pay off to use? It takes time and therefore it pays off to be used when there is someone in your organization that has the time to do it. In non-recruiting organizations, we recommend working with ads and placement companies.
Recommended Type of Jobs - Senior Jobs, Finance, Marketing, Economists, Technology. Less suitable for temporary, sales, service and back office jobs.
how to use? On Facebook you can pay for sponsored advertising and target potential target populations for the job we are looking for. In addition, there are many groups of job seekers and communities based on areas where candidates can be hunted and hired.
Main advantage - easy to use, free or very cheap (sponsored).
Main disadvantage - not always working. Very much dependent on the skill of the recruiter. Also in some countries (for example in East Europe) it is not considerd respectful to hunt on Facebook.
When does it pay off to use? Effective for temporary and non-executive jobs mostly, but can be used for everything.
Recommended type of jobs - All jobs except senior positions. Works best for temporary jobs, sales, back office etc.
How to use - companies like JobHunt offer free CV where employers get relevant free applicants
Main advantage - free
Main disadvantage - a lot of irrelevant candidates - requires a lot of filtering time
When does it pay off to use? Given free time and cost-saving experience, it is always worth checking out these types of options
Recommended Type of Jobs - Professional Jobs such as Programmers
Internal candidate pool database
how to use? Big companies certainly recognize the need to save a resume that can be "recycled" and re-examined at any given time. If you are a start up organization, or a long-standing organization, it is advisable to keep a tidy record of all the candidates you have been in contact with before. Research shows that candidates who were previously in touch with a company will respond positively to about 3 times the chance of new applicants.
Main advantage - Available and does not cost money.
Main disadvantage - it takes a long time to filter candidates and get in touch with relevant candidates.
When it pays off to use - a function of time, but always recommended.
Recommended Type of Jobs - All Jobs.
how to use? In a quick Google search, you can find forums on a wide range of professional topics, sometimes forums hiding your next employees. Very relevant mainly to technology and marketing jobs, but can definitely suit all types of jobs.
Main advantage - Free and highly targeted professional jobs.
Main disadvantage - takes a lot of time and does not always produce results.
When is it worthwhile to use - when you can't find a candidate in conventional ways.
Recommended type of jobs - professional and unique positions only.
how to use? Didn't find a suitable candidate? In the meantime, you can hire someone who will fill the position temporarily. There are many applications and websites on the network that offer a wide variety of freelance professionals.
Main Advantage - No Employer-Employee Relationships. You can replace them at any given moment if you are not satisfied.
Main disadvantage - Freelance workers are not always loyal to the organization or interested in long-term work relationship.
When does it pay to use? In short-term projects or when the right candidate is not found.
Recommended type of jobs to use - by cost / benefit.
There are many recruitment options and many diverse roles that every organization tries to recruit. It is very important to note that we are adapting the recruitment method to maximum efficiency, that is, using the most effective and cost-effective methods as much as possible in time to find the best candidates. Please note that I did not add the recruitment cost to the efficiency definition and the reason for this is very simple, the recruitment cost can only be measured as a whole from the cost of loss to an organization for the missing production of the employee. That being said, sometimes it pays off to pay 10k Euro for a candidate whose absence from the job equals 20 during a time when no one is doing the job.
Good luck with your next recruitment!
About the writer
Roy is a business consultant and owner of Barak Group consulting agency and Recruitx placement company. Roy has worked and provdied consul to many leading global companies. During his work, Roy recruited thousands of employees in various companies and built unique recruitment processes tailored to the organization's requirements.