By Jennifer Blanchard | HRTools.com Creative Marketing Writer
According to the Society for Human Resources Management (SHRM), 90 percent of HR people are using the Internet to recruit. But not every business or organization is effectively using the Internet for this task.
There are more ways than one to recruit via the Internet: job boards, social media, your organization’s website, an employer-sponsored blog — the possibilities are endless. Employers need to get a little creative, get to know the opportunities available online and start using the internet for all their recruiting needs.
“The internet provides an instant connection to a vast pool of potential employees and offers a variety of ways to promote your employment brand across different audiences,” says Renee Dixon, a national account manager for CareerBuilder.
How to Determine Which Job Search Engine is Right for Your Organization
Probably one of the most widely used ways to recruit online is by subscribing to a job board, such as CareerBuilder.com or Monster.com, and posting your available positions.
Before jumping into a contract with a job board, however, Dixon says you need to consider the following as you weigh out all the different job search engine options:
- Know the Reach—What is its total unique visitor base and how much of that is not duplicated at other sites? Can you lock into passive candidates?
- Consider Speed and Relevance of Results—Is the search engine producing qualified candidates who are a good match to your needs? How smart is the site’s technology?
- Look at Scope of Services—Does the firm go beyond being a job board? Can the organization help you revamp your recruitment process, furnish information on talent flow to and from your organization, create targeted advertising campaigns to reach desired candidates, provide outplacement support, if needed, etc.? Can the organization help you build and promote your employment brand and jobs effectively through social media?
- Assess the Level of Customer Service—Will you get to speak to a live person on the phone in less than 30 seconds? Will the team help you craft the best messaging and solutions to attract the right candidate?
Other Options for Using the Internet to Recruit
“In today’s market, there’s no shortage of job seekers,” Dixon says. “The challenge is finding the best talent to fit with your organization’s culture. One of the biggest opportunities of online recruiting is taking advantage of targeted marketing.”
And you don’t have to just post a job listing, according to Dixon.
Here are some additional ideas for using the Internet to recruit:
- Send targeted e-mails to prospective candidates.
- Create Facebook ads and/or a Facebook fan page for your business or organization.
- Start an employment blog on your organization’s website that discusses job openings and the kind of talent you are looking for.
- Create an employment section on the site that offers videos, podcasts, articles, etc. about topics, such as what it’s like to work for your organization or interviews with current employees.
- Use Twitter to inform people about job postings at your organization, as well as to create an open dialog with potential candidates.
- Open an account on LinkedIn and use your organization’s page to network, recruit, list job opportunities and more.
- Host an online “job fair.” This way, you can post open positions on your website, and then be available for a live chat (using an online forum or social media tool, like Twitter) so prospective employees can ask questions, get more information, etc. Also, using a tool like Twitter, you don’t necessarily need to make your “job fair” live, since candidates are able to “tweet” at any time and you can respond accordingly.
“Once you zero-in on the right talent, you need to sell them, and that’s where your brand comes in,” Dixon says. “Use the Internet to project a brand message that is going to appeal to prospective employees who will thrive within your organization and help to propel your business forward.”
Tips to Be More Effective in Your Internet Recruiting
Here are some additional tips for successfully using the internet to recruit:
- Address Out-of-State Candidates in the Ad. If you’re unwilling to hire candidates from outside your area, say so upfront. This will help ensure employees in other locations don’t waste their time applying.
- Use Google, Other Search Engines to Research Potential Employees. This goes above and beyond a background check and can sometimes help you determine how professional a prospective employee really is. For example, a true professional won’t have any public photos from his or her drunken spring break trip.
- Always Include the Date When You Post an Ad. This will help candidates know if the post is up-to-date or a holdover from once upon a time.
- Update Postings When Something Changes. For example, if you decide to recruit for an additional skill set, list it in the ad.
- Include Contact Details. If the candidate needs additional information, who should they contact and how? If you don’t plan on responding, don’t include contact information.
- Respond Promptly. If you do include contact information, be prompt with your responses so candidates know you’re serious and professional.
- Take it Down. Remove the job posting after you fill the position. Sounds like a no-brainer, but many employers forget.
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