How to use find the best job candidates using the internet

How to use find the best job candidates using the internet

The internet has become a blessing and a curse to the recruitment process. The blessing part is allowing you to post a job listing across a variety of platforms. Casting a wide net can provide you with a strong pool of potential candidates to pick from. The curse part is pretty much the same thing: That wide net is going to result in thousands of resumes pouring into your email box. The best course of action then is to focus your approach not only in a potential job posting, but also where you might advertise for this opening.

A good first step for your recruitment is to go where the likely candidates are lurking. Every distinct sector of the business world now has some presence on internet. These could be in public forums or trade related web sites. If you're looking for a new advertising exec you'd go to Advertising Age and not Field and Stream.

If the job you need to fill falls into the category of entry level, then a wonderful resource would be college and university websites. You could simply zero in on the Ivy League graduating classes to find candidates eager to prove themselves. Do you have relationships established with these campuses? Check out your own upper management staff. Whatever diplomas they have hanging on the wall is the perfect place to start. You stand a much greater chance of getting alumni pass management than someone from an online degree program.

Tapping into the recent grad market means you might need to be more proactive with regard to your application instructions. Exactly in what form do you want to receive CVs? Do you have your own online application that can be filled out and submitted? Are there questions you would like answered via an uploaded application before you begin the interview process? The more specific you can be with your posting the most specific your candidates will be.

You can also establish relationships with other independent recruitment agencies. Although you might consider these folks the "competition" sharing information and prospective candidates is a two way street. The person you need to find could be walking in the door of a recruitment agency across town. Do you really want to cut off that resource?

When it is time for the actual one-on-one interview process, it might be time to put aside the basic "top ten questions to ask" and come at the prospective hire with a new approach. Suppose you start off by asking, "How did you get ready for this interview?" If they open with a new haircut, mani and pedi then this might not be the person you're looking for. However, if they describe the research they conducted on the company it could open up a line of questioning that will be much more illuminating towards their character.

One of the more productive ways to collate all of this information is by uploading it into an applicant tracking software program. This is where you'll be able to file and categorize a candidate's resume and interview responses. Easy access to this information can help you make the kinds of inform decisions that lead to recruitment success.

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