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A position opened up in your business and you need people looking for work. But where do you find them and how do you connect? What's the best way to not just find people looking for jobs but find the right person for the job? How you proceed, and what works best, ultimately comes down to how many openings you have and whether they’re in-house or remote positions.
Finding People Looking for Employment
Hiring just a couple of people can be successful through social networks and recruiters. When hiring in competitive industries, recruiters can mitigate risk. They’re a third-party service like a dating matchmaker, connecting companies with applicants and even helping with interviewing. Recruiters typically offer guarantees; if employees are duds, get poached or quit before the trial ends (usually six months, up to a year), then the fee is often reimbursed, and the search begins again.
Network on Social Media
Networking is easier than ever on social media. Announce to Facebook and LinkedIn networks that you’re hiring and include a list of talents, skills and responsibilities sought. On LinkedIn, search for potential employees using hashtags or skill sets, as LinkedIn is a popular poaching ground. Even Instagram can be helpful for younger hires – post a compelling photo of your company or logo and include a detailed job description in the caption. On Twitter, you’re limited to 280 characters, so be short and sweet. Wherever you post, list your city, unless it's remote work, or you may be deluged.
If your post calls for applications, using hashtags like #nowhiring and #jobposting goes a long way; the only network where hashtags may not be of help is Facebook. Also, include a hashtag for the position type, like #salesrep or #insidesales. Make your Facebook and LinkedIn call for applicants public if you want people to share it and then be sure you check your filtered messages on Facebook, Instagram and Twitter for possible applications from outside your network.
Place an Ad
A popular way to attract people looking for employment is still to advertise. Whether remote or regional, sites like Monster, Inside and LinkedIn are proven performers in attracting applicants. Ads that are clear on what’s entailed and include a salary will get you more action from prospects who meet your budget, which avoids wasting your time and theirs. Capturing your corporate style and work vibe is helpful, but avoid clichés like “looking for a rock star” because such glib and unrealistic statements cost you quality applicants who seek sincerity.
Hiring in Batches
Maybe you're opening a new location or got an angel investment and must hire a new team. Numerous hirings can be extremely time-consuming, and contracting an outside human resources team can help escalate the process.
Another solution for big hires is group hiring events. Job fairs work, but so do more intimate invite-only events for people who’ve applied in the last year or with suitable persons with good LinkedIn profiles. Rent a small hall and have an informal meet-and-greet slated as a hiring opportunity and let attendees know what’s up for grabs. By hiring through social events, you see how people connect; however, this tends to be more successful for extroverted applicants than introverts, which may hurt the quality of hires in creative or idea-heavy fields.
But, remember, once you've attracted applicants, realize that today's job seekers are savvier than ever, and they're judging you, too. Toss the tired questions, give them a tour and get to know them. Don't hire because they fit your company's style but because they complement your corporate values. Look for employees who know what you're about; if they're asking a lot of questions and scrutinizing you, that's good because they're looking for a great fit, not just a job.
Steffani Cameron is a professional writer who has written for the Washington Post, Culture, Yahoo!, Canadian Traveller, and many other platforms. Some writing projects have included ghost-writing for CEOs and doing strategy white papers. She frequently writes for corporate clients representing Fortune 500 brands on subjects that include marketing, business, and social media trends.