5 ways to maximize your recruiting efforts

Simply put, your job is to hire people. But for you to do your job well means you have to hire the right person for the right job. This is where your job gets difficult. Oftentimes, the people that respond to your posting in a newspaper or online aren’t the ideal candidates. These people are cold calling a million other places and put little thought into where they’re actually applying. You need to find the person for the job you’re filling; the right person isn’t going to find you. Consider these five tips on better recruiting:

1. Extend your network. This is a common adage for the job seeker, but it works just as well for the employer. Contact local colleges and universities and speak with their career counselors. This is a great way to tap into a talent pool of young, educated, and eager people just hitting the job market. Career counselors know what type of candidates they have through interviews and are usually excellent judges of talent.

2. Look in-house. If you have a position you need to fill, who better to turn to than someone who already knows what you’re looking? Before advertising a job listing to the public do so internally. A current employee looking to advance in the company will know how the system works and will be more easily trained. It also builds employee morale when you hire within because it makes current employees feel valuable.

3. Look for experience. This sounds like a no-brainer, right? But going for someone who simply graduated from a top college doesn’t always translate into success. Look for people that have performed a similar job to the one you’re looking to fill and have done so successfully. This will make the transition easier and they’ll already know the professional landscape.

4. Advertise your benefits. Given the current economic landscape prospective employees want to know what you’ll give them beyond salary. Sure a competitive salary is crucial, but if you offer comprehensive healthcare then let it be known. Have a free health club? Have a great retirement plan? Sell it.

5. Tap your employee’s networks. Your employees know what type of person fits in the company and they can cut down some of the sifting through of resumes if you ask for their help. Offer a referral bonus and you’ll see your employees step up to the plate with viable candidates. They won’t risk putting forward a candidate if it’s going to reflect badly on them.


This post was contributed by Heather Johnson, who is an industry critic on the subject of how to become a nurse. She invites your feedback at heatherjohnson2323@gmail.com.