To make the best placements, you need to know how to identify the best candidates and where to find them. In this video, learn how to search for and find top talent.
- If you want to successfully fill our requisitions, you not only need to know how to identify the best candidates, you also need to know where to find them. Begin by making a list of all common titles that are used for job requisitions. If the job you're working on is a talent acquisition manager, other titles could include HR generalist, HR manager, or talent acquisitions specialist. Then, identify other companies who employ individuals with the same title you're targeting and search for those employees.
Keep in mind that titles differ greatly from one company to another and often reflect the size of the company. Candidates from a smaller company may have a more elevated title than those from larger companies, so research their job titles using keywords. Think of the keywords that would be used with the job titles you listed. These are the words you would expect to find in a candidates resume or CV, or in their online profile. Find out where these individuals hang out online.
Research the appropriate LinkedIn and Facebook groups, what blogs do they read, what Google+ communities do your targeted candidates engage with? Your hiring managers and other candidates can also help you identify additional sites where your targeted candidates may be having conversations. Review the LinkedIn profiles of some of your targets and see what groups they support. Use other social networks like Twitter, Instagram, and Quora to help identify your targeted audience.
Sites like Meetup and EventBrite will help you identify networking events. If you have an advertising budget, you may decide to advertise on job boards. If this is an option, do your homework to determine which job boards will provide you with the best return on investment. You're often better off advertising on a niche job board that has a smaller, but targeted audience. Keep in mind that candidates responding to job board ads only read what they can do and ignore what they can't do.
It is a waste of your precious time to interview candidates who don't have the credentials requested by your hiring managers. If you're an in-house recruiter and you have a budget to use staffing or recruiting firms for your hard to fill positions, identify firms that specialize in your market or industry. They'll have the best chance to provide you with the top candidates. It's important to remember that every requisition can represent a different target, which is challenging, but it also prevents your job from ever being boring.
Determine your best targets before you begin sourcing candidates. You'll save time and recruit the best fit for your hiring managers.
- Sharing requisitions
- Identifying the common denominators of best hires
- Understanding candidate realities
- Soliciting directives from hiring authorities
- Uncovering internal candidates
- Recruiting to fill a department weakness
- Understanding details of the interview process
- Building a pipeline of candidates