As an employer, if you want the ability to choose among a wide range of qualified job applicants, then where you invest your efforts and recruiting dollars can have a significant impact on your success. Here’s a fairly comprehensive checklist of recruiting channels you should consider using if you aren’t already.
- Job Boards / Career Sites:
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- Standard job boards (e.g., Indeed, Glassdoor, Monster)
- Industry job boards
- Local boards / Classifieds
2. Your Company Career Site:
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- Create a dedicated careers page and make sure it is search engine optimized.
- Showcase your company culture and benefits.
- Create a user-friendly online application process.
3. Social Media:
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- LinkedIn, Facebook, Twitter, and Instagram (job postings, company pages, and employee sharing)
4. Employee Referrals:
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- Establish an employee referral program and offer incentives for successful referrals.
5. Networking Events:
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- Attend industry conferences, job fairs, and networking events. Recruitment Agencies:
- Identify and work with reputable temporary and permanent placement agencies in your industry and/or local markets.
6. Campus Recruitment:
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- Partner with college and university career centers and relevant student organizations
- Attend campus career fairs and offer internships.
- Network with college alum groups and attend their events
- Post opening in alum newsletters
7. Freelance Platforms:
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- Post short-term projects or jobs on platforms like Upwork or Fiverr.
- Experiment with these platforms for a “trial run” on individuals willing to work remotely as long-term hires.
8. Recruitment Agencies:
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- Identify and work with reputable temporary and permanent placement agencies in your industry and/or local markets.
The return on the investment of your time and recruiting dollars can vary widely based on your industry, location, and other factors. It’s wise to measure the effectiveness of these different options, notice what’s working and adapt accordingly.
Hopefully, this checklist can help you attract more of your ideal applicants. Once you have a pipeline of quality applicants, your next challenge is picking the best and avoiding the worst.
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