It is a very tough time for the job market and the recruitment arena, where people without jobs are on a constant rise. However, what is interesting to know is the fact that there are more job openings than there are layoffs. To mention the recruitment figures, there are over 7 million openings.
On the other hand, it is surprising that as per the 2008 BLS report, there are only around 5 million layoffs or dismissals, this figure also counts in the quits. This means that the question is not “how to get a job?” — the more important question here is “how to recruit?”, as the top talent is working for other people already.
This also means that there are more people who are looking to recruit people and fewer people who are looking for recruitment opportunities. Thus, for recruiters, the job gets even tougher. You need to reach out to multiple people for recruitment and some might even ghost you for other opportunities. This is especially true for young graduates, who have recently entered the job market. Multiple companies reach out to these graduates via job fairs and other events or simply via their colleges or universities. These multiple recruitment offers and opportunities somewhat overwhelm the young and it becomes difficult for them to make quick decisions.
Here are some tips that will help you answer the million-dollar question; how to recruit?
The times when a job advertisement would result in a never-ending line of super-talented people showing up are long gone. Today, companies have to reach out to people for recruitment purposes and need to act smartly to get their hands on the top talent. Recruiters need to develop mechanisms that would land them excellent resources. Extensive, but smart searches need to be done for recruitment in this rapidly changing world.
Focus on the resources:
Today when people ask me “how to recruit?”, the second most important thing I tell them is to make sure they know the needs of the people they are about to recruit. Knowing your candidates is one of the top skills that will get to the best people. You need to keep their needs ahead of yours. This way, in the sea of jobs, potential candidates will have a clearer view when deciding which job to ultimately go for. Taking care of your potential employees and making sure you have a healthy relationship with them, will make sure they chose you when it comes to competition. Giving importance to their career and dreams would definitely go a long way.
Use your network:
It is very important that you look around before you make recruitment decisions. Reaching out to people you trust, and then them reaching out to people they trust makes a chain of reliability that is very strong. Thus, you need to ask around in your network and see if there are any worthy candidates that anybody can recommend. This helps a ton in getting the right people.
Help out people:
This might not sound very politically correct, but it nevertheless is beneficial for both the candidate and the recruiter. It is a good idea to get people who are not happy with their current job. Helping these people who are stuck in their boring jobs can be helpful for both parties. You may reach out to them and talk about their dreams, motivation, and aspirations. This would help you understand if you can help them or not. A number of good recruiters get amazing people this way.
Where money is a great motivator in deciding where one should work, this is not as simple as this. Thus, another important tip that I have as an answer to ‘how to recruit’ is the fact that money DOES matter — but it matters to an extent. No matter how much money you offer, if things are not right at work, the employee would not stay. Thus, money can be a quick fix, but it is a temporary fix. Plus, if people are not able to readily handle the pressure of that high paying job, nobody really wins.
Nobody other than you can know what you want. Thus, I always tell recruiters to make sure that they make their own screening process to get exactly the kind of resource that they want. This might be tough at first, but it would soon start making sense. You can add tests, assessments, even games to know who fits and who does not. However, it is important to understand that the overcomplication of screening processes might not end up being of any help. Thus, where there should be a rigorous screening process, it should be kept simple, interesting, and to-the-point.