What can you do to make sure a regular stream of qualified job candidates? You can find numerous creative recruitment techniques that small businesses are finding successful – from job fairs to employee referral bonuses to creative public relations which can be low cost/no cost and simple to implement. Here are “12 Techniques for Creative Recruiting.”
1) Employe referrals Employee referral programs (ERPs) are programs offering incentives or “bonuses” to existing employees who recruit new employees creative staffing agencies. If a current employee recommends a buddy or acquaintance, the thinking goes, chances are that person will have a better possibility of success in the career than the usual “stranger” recruited through a classified ad.
2) Movie theatre advertising. Many local movie theatres now make the most of the “wait time” prior to the previews begin to sell advertising to local and national businesses. These pre-preview “slides” are usually purchased by local companies selling their products and services. However, many creative firms have spotted a way to pitch their job opportunities to a captive audience of movie-goers. The price is reasonable. The sole downside is you’re not probably be able to choose and choose the movies you want your ad to be incorporated with – which means that your “target audiences” will run the gamut from fans of Saw to Harry Potter.
3) High school/college newspapers. Don’t limit your paid advertising to the area newspaper. High school and college or technical school students can give you a rich source of job applicants for several positions – and the expense of advertising inside their publications is frequently very reasonable.
4) “Messages on hold” While no business wants its customers to be positioned on hold, busy phone reps could be a fact of life. To capitalize on the specific situation, consider playing messages as the callers are on hold – including messages about job openings, information on your own job hotline, etc.
5) Job cards. Ask your existing employees to serve as recruiters. Provide them with “job cards” to distribute to people they know. Use a “business card” format and include pertinent information about how to apply for jobs with your company – address, “jobs hotline number” if you have one, Internet address, etc.
6) Job fairs .Job fairs are becoming an increasingly popular event in several communities. They give a way to share information about your company and open positions with a variety of people – all searching for jobs. You’ll be competing for attention with other businesses, though, so ensure your booth sticks out, that it’s staffed with knowledgeable and friendly people and that you’ve plenty of “takeaway” materials – including current job openings, job descriptions, and information about your company – for individuals who stop by.
7) The Internet. In the “old days,” if you wanted to advertise an open position you ran an offer in the area newspaper or, you may have expanded your search to include ads in trade journals or even solicited the help of a recruiter or “headhunter.” Today, online recruitment is now more a typical business practice with large and small organizations, alike, benefiting from the reach and immediacy offered by the entire world wide web. You’ll find so many online recruitment sites available – many catering to very specialized recruitment needs.
8) Newcomer programs. New people moving to your community could be a good target for your recruitment efforts. Many communities over “newcomer programs” – mailings that head out to new movers with information about area businesses and services. Check with your Chamber of Commerce to see if they’re conscious of such a program in your area.
9) Media – overall “image” Everything you do sends an email about your company to individuals who might be potential job applicants. What kind of image are you currently conveying?
10) Your own personal website. When you yourself have a website, ensure you’re utilizing it as another vehicle for information about exactly what a great place your company would be to work – and that you offer a simple way for visitors to your website to indicate their curiosity about employed by you. Many businesses find recruitment to be one of the key benefits of having an Internet site!
11) “Rejected” candidates. You’re “recruiting” all of the time, even when you turn down an applicant for a particular job. You never know each time a position may open up that the rejected applicant could possibly be perfect for. Review the letters you send out to applicants who don’t meet up with the criteria for open positions to be sure they convey a positive image of one’s company and that they don’t really “close the doorway” on the prospect of another relationship. Emphasize to all or any hiring managers and supervisors the significance of being prompt, courteous, and positive with all interviewees – even those people who are not chosen for the job.
12) Departing employees. Every company has turnover. Just like when you’re turning down an applicant for an opening, when a member of staff leaves your company to visit a new job you have the opportunity to sustain a positive relationship. What the departing employee says about your company in interactions with new co-workers – and locally – might have an impact on your own recruitment efforts.