When marketing products for your business, you would never limit yourself to one channel only. You likely use paid digital marketing, traditional advertising, email, organic social media, and more in order to maximize your reach and attract as many customers as possible. So why aren’t you doing the same for your hiring efforts?
If you’re relying on just one or two channels to source applicants for your open roles, you’re missing out on an entire population of job seekers — folks who are qualified and eager to work. And as hiring becomes more difficult due to a talent shortage plus a nationwide hiring boom, missing out on large swaths of the talent pool is only going to continue to set you back from your competitors.
And it’s not even just your traditional competitors that you’re working against. You’re vying for a small pool of talent alongside the likes of Starbucks and Amazon — big name brands that are also looking to hire fast as the economy ramps up. So you need to find creative ways to broaden your reach and stand out. Here are six applicant sourcing channels you can add to your mix right now:
If you don’t have an employee referral program already, now is the time to get started. Candidates referred by your existing teammates often end up becoming some of your most successful employees — that’s because good people know good people. Plus, it costs next to nothing for you to get a referral program up and running. All you have to do is share your priority roles with the company and incentivize employees to participate with cash bonuses or other rewards like concert tickets and gift cards.
Job seekers who are most interested in working for you will go to your website directly. And once they’re there they want to get a feel for what it’s like to work for you and learn what you have to offer them. You need to have a robust career site that not only lists your open roles but also wins them over by highlighting perks like benefits, culture, and flexibility.
Seventy-two percent of U.S. adults are active on at least one social media site, making social media a really easy and free way to expand your reach to more people. You can post your open roles organically or take advantage of social media job boards like Jobs on Facebook. Social media is also a good way to reach people passively — not all social media users are actively looking for a job, but if you show up in their newsfeed they might think twice.
Seventy percent of job searches begin on Google. If you’re not doing everything you can to show up on Google’s job board you’re missing out on a massive amount of job seekers who are eager for work. And thankfully, there are really simple things you can do to optimize your job descriptions and improve your ranking. Make sure your descriptions are between 300 and 800 words and include the keywords your target audience is searching for, such as specific skills, certifications, and location. And the job titles themselves need to be short and sweet in order to maximize clicks — aim for one to three words.
Organic job boards
Ask any job seeker today where they’ve searched and they’ll tell you they’ve visited at least one major job board like Indeed or ZipRecruiter, so it’s important to have a presence on these types of sites. You can post your open jobs on these sites for free, but in order to ensure that they show up in job seekers’ searches they need to be optimized for each site. Make sure to follow each site’s guidelines, update your job descriptions regularly so that they’re fresh, and use commonly searched keywords.
Sponsored job boards
While it is possible to show up on job boards organically, these sites are incredibly crowded. The only way to guarantee that you appear early on in a job seeker’s search results is by sponsoring your job. If you know that your talent pool spends the most time on these types of sites, it can be worthwhile to spend money to make sure your jobs appear “above the fold.”
Of course each of these channels is different. One that provides an excellent source of top candidates for one business might not be a great source for another. The key is to track the number of eventual hires you drive from each source over time and then tweak your investment on each one accordingly. Optimization allows you to maximize the ROI of your recruiting spend.
For example, let’s say job boards are far and away your top source in terms of volume of applicants. But when it comes to actually attracting folks you eventually hire, you find that job boards land lower on the list. So while it may seem like a good idea to keep pumping money into job boards because they bring in more applicants, it’s often a better idea to shift your resources toward channels like your career site or Jobs on Facebook that tend to attract higher quality candidates.
Additionally, it’s important to make sure that the applicants you attract across all of these sources are funneled into a single location that houses all candidate information. That way, no applicant falls through the cracks and you can easily locate each applicant’s resume and other details, identify the most qualified folks, and move candidates through your hiring process quickly and efficiently.
You’re probably thinking that this is a lot of work. It certainly is. And If you’re using disparate systems to manage your sources, keep track of applicants, communicate with candidates, and manage tasks like skills tests, it quickly becomes even harder. This is where Hireology can help. Our all-in-one software brings the entire recruiting, hiring, and onboarding process into a centralized platform that makes the process easier for you and more enjoyable for your candidates. Sign up for a demo today.