With so many pieces making up the hiring puzzle, it’s easy to forget and leave out essential parts. A perfect job description and script of integral interview questions won’t do much good if you don’t have a strong candidate pool to draw from. So before you exhaust your resources on the development process of hiring, remember that you still have to interview candidates – which is often the most time consuming part of the process.
Pretend for a moment that you have already recognized your hiring needs. You’ve written a job description, identified what makes your top-performing employees so successful, and begun building a script of interview questions. But now you feel like you’re watching paint dry as you wait for qualified candidates to submit their resumes. So, what happens now?
Step 1: Post your job description to a job board
Yes, posting to job boards does require a financial investment of varying amounts. However, this can be the determining factor between attracting qualified candidates or having to read through resume after resume of under-qualified applicants. Of course you shouldn’t be posting to every job board, so it would be worth your while to look into the best job boards that cater to the position for which you are hiring. To give you a quick overview, here are some great options.
*Click each job board for more information about the site from Hireology
Step 2: Find out who knows who
Your employees have friends who have friends who have friends – so use these connections to your hiring advantage! Employee referrals can be one of the best way to recruit candidates. More importantly, statistics show that employees who were originally sourced from an employee referral have a greater tenure with the company.
According to Undercover Recruiter, “employee referrals have the highest applicant to hire conversion rate – only 7% apply but this accounts for 40% of all hires.”
Step 3: Take to social media
92% of companies use social media for recruiting, and 73% have successfully hired a candidate with social media. So what does this mean for your franchise hiring efforts? It’s time to logon to Facebook, LinkedIn, and Twitter. Although social media recruiting isn’t as targeted as job boards are, you never know who will see your post and decide to apply – it could be your next location manager!
Although these may be completely new approaches you take to sourcing candidates, it’s absolutely worth a try. If you’re interested in learning even more about hiring technologies, be sure to join our webinar on January 23rd!