Build a deck with a hammer alone? Paint a brilliant sunset with only one color? Set a holiday table with nothing more than a turkey? Not likely! Nor does it make sense to rely on a single element to guarantee success in finding that perfect job candidate to fill out a team. There is an infinite variety of talent acquisition resources which, when combined strategically, can help any employer more effectively source, recruit and secure outstanding job candidates. Knowing which resources to use and when to use them is often elusive, however. In fact, establishing a solid foundation for a successful search requires several elements that are frequently given minimal thought: candidate persona, job description and where to search. 

Create a Picture of the Ideal Candidate

Whether replacing an exiting employee or opening up a completely new position, many employers give more thought to what the new employee will do on a day-to-day basis, rather than what that new employee should accomplish. The focus is on job responsibilities when it should be on goals and the type of individual best suited to achieve those goals. A good question to ask in launching any search is what type of person would be an ideal match for the available job. The best starting point is to look within: What are the characteristics, behaviors and motivations of the organization’s most successful employees? Those are the traits to look for in job candidates. This exercise will likely surface questions that can be asked during interviews to uncover how closely each candidate matches the desired persona.

Put a Spotlight on Company Culture and Candidate Potential

Job descriptions are often as exciting as a technical manual. They don’t need to be, and in fact, should not be dry and lifeless. A job description can be both aspirational and practical. Look at job postings for similar jobs to see which ones are the most intriguing. What would pique a candidate’s interest? Here are a couple of examples currently posted on Monster.  

Job postings don’t have to be boring! Consider the job posting the first opportunity to make a great impression on candidates. Infuse it with a peek at company culture and the character of the candidates being sought. That will help make an initial connection that can lead to greater engagement after hire.

Actively Choose Where to Search

Spherion uses a sourcing strategy that ensures we connect with candidates where they live, work, play and click. That means doing more than simply posting to a job board, although job boards should definitely be considered―both the big boards as well as smaller, specialized boards. There are many niche boards that focus on specific professions, geographic regions, type of job, (e.g., seasonal or part time), type of candidate (e.g., veterans or seniors), etc.

While job boards came in at #3 in Spherion’s most recent Emerging Workforce® Study, they were beat out by referrals at the top of the list (with four in 10 workers landing their last job in that way). The second most common method of job search: through a staffing agency. Closing out the top four is a continued reliance upon traditional classified advertising, which many candidates have very successfully used.

Based on these findings, it is always wise to tap into existing networks for candidate referrals. Based on the strong belief that good people know good people, many employers offer current employees a “finder’s fee” for referring candidates who are later hired.

There are many other sources to consider, from community bulletin boards and local schools to fraternal organizations and special-interest clubs. Understanding the candidates desired should help hone in on the best sources. Don’t forget that most candidates are passive, i.e., not actively looking to change jobs. LinkedIn is a great source for passive candidates but not the only one. For instance, if looking for someone to provide technical support, attend a tech meetup or talk to people who work at local electronics stores. When connecting with a possible candidate or someone who knows a possible candidate, be sure to position the opportunity in a way that entices candidates to reach out to learn more.

Set the Stage for a Successful Hire

When you set out to find great employees, remember that the first steps are often the most critical in setting the stage for a successful hire. Get a handle on the ideal candidate. Position the job to excite and entice. Search for candidates where they are most likely to gather. Doing so will widen the pool of possibilities for an excellent match.  

Local Spherion owner Michael Chalmers leads a team that has been serving the recruiting and staffing needs of Middle Georgia and Columbus Area, GA. employers for nearly 20 years. Founded in 1946, Spherion is staffing leader with more than 150 offices nationwide. Individually owned, each Spherion office offers clients and candidates the personalized service of a local business, along with the resources and expertise of a $2 billion workforce leader. To find out more about how Spherion connects people and jobs, call 478-956-1700 or 706-596-8344 or online at www.spherion.com