This week we turn to the employer’s perspective again to focus on using online methods in the recruitment process. As the internet is increasingly taking central stage as a daily tool in many people’s lives, looking online can increase your chances of finding great candidates rather than just taking out ads in the newspaper.
Reach out on professional networks: One way to find great contenders for the role is to check out social media platforms for professionals. You can scour online profiles of individuals who have listed their skills and experience. A key website for this is LinkedIn, a platform that provides a convenient collection of easy-to-view profiles of professionals looking to sell themselves. Working as an online solution to CVs, LinkedIn makes it easier to find employees that will go the extra mile to advertise their abilities, and could therefore potentially be the addition that your team has been looking for.
Similar to LinkedIn are a variety of CV-searching database websites that provide a catalogue of prospective employees who can be great for your workplace. These comprise a fantastic resource for prospective employers who wish to avoid local advertising and want to pick from a larger selection of pro-active individuals wishing to enter their desired fields of work. Many employers use these hubs as a starting point to shortlist a good collection of potential candidates to take on to the interview process, and to further research online to check for their suitability.
Someone’s blog can reveal what a CV doesn’t: Online blogs of individuals are also a good way to get an insight into a potential employee’s involvement in their line work, their level of interest and enthusiasm, along with a taste of their character. It is a way to easily assess the common claim made by candidates that they are truly passionate about their roles, and a true demonstration of time and effort being put in. Furthermore, blogs can often reveal an individual’s personality, and whether they would work well within a particular team you may be putting together.
Use social media to your advantage: Facebook and Twitter can also be used to attract a larger amount of candidates to choose from. On Facebook, both fan pages and groups created by your company – “liked” and joined by current employees – can be extremely useful. Such groups and pages begin to appear on the timelines of your employees’ friends, reaching out to much larger audiences in a simple and accessible way.
It is important to keep these pages updated and to ensure a reasonable amount of activity coming from them, for example, messages promoting the company to keep them alive. Once such pages and groups have become quite popular, you can easily send out messages advertising positions. You never know – the right person for the role may just get in touch.
It is also helpful to get your Twitter account out there, with regular alerts and tweets to ensure that you’re actually reaching people who have an interest in them and making people aware of the positions you wish to fill.
The use of online tools can help to “spread the feelers” in an easy and convenient way, increasing your likelihood of finding great candidates to work in the winning teams you wish to put together.
You can check out the candidate’s perspective on using social media in last week’s post.
[Photo by lizzardo]