Where do they all come from?
Finding New Employees
Here we take a look at the reasons for vacancies, where to look for new employees and how to attract them.
The reasons for vacancies can vary; internal promotion, company expansion, retirement or resignation. According to Forbes.com the average employee stays at their job for 4.4 years but the expected tenure of Millennials is only half that.
At some point, for some reason, you may need to top up the talent pool.
Referrals are a trusted method of introducing potential employees to a business. Current employees or trusted business contacts have a reputation to uphold when referring a colleague and a successful referral may also earn a reasonable incentive.
Social Media platforms such as Facebook, Twitter and LinkedIn offer huge exposure. As the world becomes more tech-dependent the value of social media to employers shouldn’t be overlooked. Free social media accounts offer an employer exposure to a limited audience but subscription/premier accounts allow a user to present job adverts to a relevant, targeted audience using specific keywords. Talent of all backgrounds will use social media as part of their job search.
Traditional Employment Agencies offer a ‘filtering’ service and will match candidates to the employer’s requirements, for a fee. Using an agency may at first appear more expensive than other methods but their service often frees up an employer’s time.
Fixed-Price Recruiters allow exposure to targeted audiences through their own websites and often through various online job sites. This type of recruiter will offer candidates advice on their CVs and will conduct initial interviews. They can also offer advice to the employer regarding candidate suitability. Recruiters often have access to a much larger basket of candidates with specialised skills. They actively scour social media sites like Linked-In and Twitter, searching for qualified candidates to add to their database. The result is a more pro-active service to the employer.
Classified Ads, whether in print or online have a place in the search for the right candidate. With readership locally or nationally this can be an effective way to find the right person. Analytics are more difficult to obtain from this platform.
Open Days. For SMEs this could prove less successful than where a recognised brand is sufficient to generate interest. For larger companies an open day provides useful interaction in a friendly atmosphere.
Newsletters offer the opportunity to reach an already interested readership. A present customer who already buys your product can often be enticed into joining your company.
Job Centres are used more nowadays to fill vacancies for unskilled roles. The number of applications to a vacancy may be very high, meaning a lot of filtering.
Company Websites can include vacancy adverts or might even invite applicants to register their interest in working for a company, even if no vacancy currently exists. Candidates are also likely to check out the social presence of a future employer.
The method(s) used to reach the One Ideal Candidate will need to match the vacancy. Often a variation or combination of the above options will be used. For some employers it may be important to have access to analytics to monitor the success or failure of employment campaigns, for future reference.
For others, it’s all about spreading news of their vacancy to as many suitable candidates as possible in the hope of adding a dedicated loyal employee to their workforce.
If you need help/advice, please contact us
