As any recruiter will tell you, sometimes the hardest part of finding new employees is knowing where to look. If you need some new sources for recruiting inspiration, consider the following:
An industry-specific trade journal is a wise place to seek out new hires—Many qualified applicants read these publications, so advertising there often generates a large response. To make the most of trade journal ads, put time and thought into creating them. Realize that the way your ad looks and the words that you use reflect your company. Ask the journal for advice about which issues are best for recruiting (i.e., early spring for new college grads). Proof your ad before sending it, too.
When you’re seeking new talent, going to local schools makes sense. The colleges in your region churn out qualified individuals every year, freshly trained and educated in your discipline. Whether you post on the school’s website, attend a career fair, or reach out to the career center on campus, find a way to stand out amongst other companies that are recruiting by focusing on what you offer. As a large corporation, you provide recognition, benefits, and larger opportunities. As a smaller firm, you offer more ownership, challenge, and ways to develop many skills. Think about the reasons new graduates would benefit from joining your team, and find a way to communicate those attributes. Likewise, be friendly, approachable, and professional—Students will notice.
Here’s a creative way to reach out to new hires—Place magnetic signs on the back of your company vehicles that say, “We’re hiring! Call for more info!” While it’s true that this option casts a wider net than more focused recruiting methods and you may receive inquiries from unqualified talent, it’s also true that drawing in a huge number of applicants opens up new opportunities. You never know who might see your mobile ad, or how perfectly he or she might fit your team.
Television and radio ads are expensive for a reason—They’re powerful. To expand your reach to a larger network of potential hires, purchase a spot on radio or cable television to promote your brand. A person listening to the radio or watching TV might still be in the passive stage of looking for new work, the stage that prevents him or her from perusing help-wanted ads or attending career fairs. When he or she hears your advertisement, however, you might gain a new prospect. Be sure to include positive testimonials from satisfied employees, choose stations that fit your desired demographic (i.e., business radio, financial channel), and make it crystal-clear how candidates contact you, whether via phone or website.
From signs to billboards, think beyond traditional print advertising and go outside. If running a billboard sounds too strange to you, look at Google—The search giant used a math-puzzle billboard to recruit brilliant engineering minds. Figuring out the billboard led a person to a website, which led to another puzzle, none of which cited Google until the person made it past a few tests. While you might use more traditional methods, Google’s strategy reveals that large-scale, physical advertising does work. Think of the ways it might work for you—A giant ad pointing to your website? An employee photo and quote describing your work environment? A catchy phrase to make potential hires think? One thing is certain: Outdoor advertising offers a lot of potential.
Decision time—Have you tried any of these methods? Would you be willing to give them a shot? If you stick to the same-old Web ads, maybe you’ll find good hires. But if you think outside the box, maybe you’ll find great ones. It’s worth considering. They say, “Good help is hard to find,” but perhaps recruiting is simpler when you know where to look.
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