Recruiting

This article is going to review all the methods of recruiting available to today's recruiter. It will discuss traditional methods of recruiting, as well as some of the more advanced methods available today, such as Internet recruiting resources, the benefits of a recruiting directory, online recruiting tools, and many other issues related to recruiting.


1. Traditional Methods of Recruiting

No matter what your business needs are in terms of recruiting, most companies will use the traditional methods of recruiting as a starting point when they require new employees. Advertising is the most conventional method, and there are still millions of prospective employees that scour the classified ads in any city's major newspaper. The key when using standard advertising is to make the most of your advertising dollar. Ads can be very expensive, and you want your ad to target the specific kinds of people you are looking for.

Internal promotions are another resource that any company has when it comes to filling available positions. In fact, it is to the company's benefit to hire internally before outsourcing and looking for a new hire. This is especially true if you have a position at a higher level. Any current employees you have will already be familiar with their work, their ethics, their qualifications, and their capabilities of meeting the demands of a new position, far better than will an outside applicant. Your company will stand much greater success, if it hires within for higher level positions before it hires out.

2. Using Recruiting Database Software

One recruiting tool that a lot of companies are taking advantage of today is the use of recruiting database software, and this software functions as a directory for recruiter needs. If you are canvassing a large demographic for either a specific position, or for a multitude of positions, the use of database software could save your business a lot of time and money in the long run. Recruiting database software essentially streamlines the entire process of hiring, as these databases will create a single bank or locale of all your applicants' information. You will have, at the touch of a few clicks, access to information on all your applicants. This includes degrees, education, qualifications, names, addresses, and contact information. You can maintain all this information in one place and use it as you need it. Perhaps an applicant in your database does not meet a current need, but they may down the road. By using recruiting database software, you will always have access to this information.
Information in this kind of software is generally stored by "type." Therefore, if your company's recruiter wants to only look at resumes, he or she can generally access this information easily. The same capability applies if you are looking for someone in a specific location. These databases will sort out addresses and location information, so you then have access to only a set number of applicants. It is easy to see how recruiting databases can save a company time and money when they are looking for a new hire. These databases serve as a recruiter directory of sorts that is maintained on-site at the business, and they will enable you to weed out applicants easily based on their qualifications and experience.

3. Recruiting Via Emails

The recruiting database software can also be used as a recruiter directory to maintain email contacts of all applicants. Using emails from a database as a directory for recruiter needs is essential in today's society. Recruiting via emails is very popular in today's world, and so if you are using your database to do so, you first need to have some management within the database to ensure that all email addresses within are working email addresses.

When using email addresses as a directory for recruiter needs, you also need to ensure there are no duplications within the system. The last image you want to project to a prospective applicant is that you are desperate to fill the position. By sending out duplicate emails, this is precisely the message you send.

Choose programs that will do the recruiter directory management for you. There are programs available that will bump out email addresses that are not working, and you will be given the prompts to either delete or send the messages out. Look for terms like "intelligent address validation." This means the recruiter directory will break down the information into groups such as valid, invalid, or maybe. The database then leaves the decision up to you as to whether or not you keep the information. You also want your directory for recruiter needs to keep a log of all emails that have been sent. In the event that an email gets lost, or an applicant lets you know they didn't receive an email, you can cross-check that with the log that is being kept in the database.

4. Use a Recruiting Consultant

Another resource that is being used more and more often today is that of a recruiting agency. This means that a company or business will outsource their hiring needs to a company or agency to essentially do all their hiring for them. There are many benefits to this method, and many reasons why a company would choose to do so. To maximize time within a company for their own productivity, they may choose to hire an agency for recruiting just to save time. Also, if a position the company is looking for is particularly high level, a recruiting agency or consultant may have more resources available to them to find the most qualified applicant.

The other benefit of recruiting consultants to a company is that they will have access to a wider range of candidates suitable for the position. Statistics show that applicants hired through a recruiting consultant are generally more qualified than those obtained through other methods. The reason for this is that the consultant or agency has the resources and capacity to conduct applicant searches at a full-time level. The recruiting consultant or agency will be able to conduct all the preliminary research, screening, reference checking, advertising, and interviews within their own operating hours. These steps are crucial to the hiring of any applicant, and when a company or business has to conduct these methods on their own time, it can cost the company both time and money which are valuable resources to any business.

5. Internet Recruiting Resources

The Internet has also become a leader in terms of acting as a recruiter directory for those looking to fill open job positions. In fact, more and more people are being hired today through means offered on the Internet. There are countless Internet recruiting resources available to today's recruiter, and any recruiter is missing out on a valuable resource if they do not use the Internet as an applicant seeking tool.

One way the Internet is being used for recruiting is through online versions of classified ads that normally appear in a daily newspaper. Every newspaper carries classified sections delivered on a daily basis. Today, many newspapers have put their classified sections online to assist recruiters and job seekers in the methods of recruiting. In fact, many people will not even subscribe to a daily paper, but will access their classifieds online. Taking advantage of online classifieds is one of many Internet recruiting resources that today's recruiter cannot ignore.

There are also, of course, many websites that are devoted strictly to the purpose of applicant hunting or job seeking. These websites have in themselves become major corporations, and employers and employees alike use them for recruiting purposes. Websites such as Monster, Career Builder, and Workopolis are all examples of these websites. Each of these Internet recruiting resources provides the employer access to literally millions of applications and resumes. Most of today's job seekers will actually use any of these websites before they go about seeking employment elsewhere, so these are invaluable tools to today's recruiter.

6. Online Recruiting Software

Online recruiting software is another of many online recruiting tools available to today's recruiter. This type of software is designed to support human resources in many businesses and corporations. Online recruiting software is a kind of online recruiting tool that enables a company to build their own website strictly for the use of recruiting. This enables any employer to manage resumes, applications, and prospective employees, all through one recruiting focused website, rather than have applications filter through another company or corporate emails and contact information. What these online recruiting tools do is enable automation of the hiring process and ultimately save time and money for the employer.

In many cases, the online recruiting tools and software will even match skills of an applicant to the requirements and qualifications of the job. This will assist in the management of human resources time when it comes to weeding out employees. Using online recruiting tools and software, such as this, then saves not only time, but also valuable money for today's recruiting needs.

7. Online Recruiting Tools

There are many other Internet recruiting resources available to today's recruiter. The recruiter today has access to literally thousands of resources, regardless of what their specific recruiting needs are. The Internet is a hotbed of information, and today's recruiter has not only access to successful applicants, but also access to tools and resources that help in the recruiting process, and may even help recruiters become better employees themselves.

Online recruiting tools can be found in any number of recruiting directories all over the Internet. If the recruiter is interested in career development, attending recruiting job fairs or joining recruiting associations would be beneficial. The Internet can also offer today's recruiter access to training or online courses that would further develop a recruiter's career. These courses could keep today's recruiter on the cutting edge of technology that will keep their own skills sharp, so they can do a better job for their company. Today's recruiter can also access trade publications through online recruiting tools that will also enable them to stay on top of their own career.

8. Using Recruiting Directories

One of the biggest resources that today's recruiter has is a recruiter directory. Most professionals in the recruiting field will more than likely have at least several recruiter directories available to them. The advantage of a recruiter directory is that it provides today's recruiter with a complete listing of the specific information the recruiter is looking for. A directory for recruiter needs could potentially contain a listing of industry specific applicants, human resources information, or a directory of resources for recruiters.

To find a directory for recruiter needs, looking online is a good first step. Many major recruiting directories can be found online through search engines or through subscriptions with major publications. A very popular recruiter directory is known as the Electronic Recruiting Exchange, and it contains a complete listing of human resource professionals, and Internet recruiters, as well.

Another directory for recruiter needs may contain information specific to the needs of the recruiter. For example, a recruiter may require a recruiter directory on recruiting agencies, recruiting consultants, or recruiting software and is looking for a directory specific to that information required. If a recruiter wants a complete listing of recruiting software, for example, he or she would be able to find it in a directory for recruiter software and nowhere else. Recruiting directories are invaluable resources to today's recruiter, simply because of the volume of information out there.

9. Resume Databases

Resume databases are another means that a recruiter can use when looking for job applicants. This is very often a time consuming process to weed through scores of resumes, so it is very often a last resort if the recruiter is having a difficult time filling a position. Many Internet recruiting resources and online recruiter tools have within themselves databases of resumes, but the recruiter should not stop there when looking for employees. There are other databases available on the Internet today that the recruiter may not have considered. If the recruiter is looking for someone that has an affiliation with a specific association, like the American Psychological Association for example, they will be able to access resume databases from the association they want. This may even fine tune the hiring process a little quicker, if the recruiter uses these means as a first step when looking for applicants to specific positions. University and college websites and career sites are also excellent resources that contain resume databases for today's recruiter.

Today's recruiter is in a much better recruiting position than the recruiter of yesterday. There are more and more resources being made available today, both online and offline, than have ever been available in the past.
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