Hiring managers need to be multifaceted in how they implement their recruitment tactics. For talent acquisition, there’s no magic pill — or single source of hire — that’s 100 percent effective, because those highest quality candidates seeking their career’s next step use quantity as well as quality before they apply.
Job seekers research an average of 16 sources to judge a position and the company before submitting an application, according to a 2021 study by Zippia*.
Using multiple sources of hire can help employers connect with candidates in a space candidates most adept and comfortable at communicating in. Conversely, it helps hiring professionals use a variety of recruitment messages based on which platform or hiring source they are using. In a July 12, 2022, Wall Street Journal article** on the state of the job market pointed out that with 11.3 million open positions, there are now two jobs for every unemployed person.
This points to two things: 1) the job candidate is in complete control and 2) the passive job seeker is probably your most qualified and desirable candidate.
TOP SOURCES OF HIRE
While constantly evolving, the most used and impactful sources of hire are:
- Company’s career section of their website
- Employee referral programs
- Social media and digital marketing
- Job boards
- Job fairs
The benefits of each depend on their optimized uses, as some sources are meant to inform, others influence action, and still others facilitate job applications.
Company Career Site
Each company’s career section of their website needs to be the most curated and branded recruitment space where most sources of hire lead. It allows prospective recruits the opportunity to connect with the company as a whole, its employee culture, benefits, while learning specifics about the particular job or similar jobs that leverage their skill sets via the website.
Successful companies leverage video to show these different aspects, which give additional metrics to consumption of your company brand and story by potential candidates.
It also facilitates direct access to everything specific to the company, which gives candidates access to beneficial information when speaking with human resource professionals, without the remove of another site or platform’s interface.
Employee Referral Programs
Traditionally, employee referrals have been among the most influential sources of hire in getting candidates to apply. And one of the clearest ways to attract and maximize an intracompany referral is networking, leveraging employee’s personal LinkedIn or Facebook pages.
The true difference in employee referral programs is instead of what might be viewed by a potential candidate as “company propaganda”, employee referral and testimonials instill instant trust.
Whether in-person or digital, connecting with peers and prospective colleagues is a direct opportunity to connect and make a positive impression. After all, who knows a company or a specific job better than those already involved? From the company point of view, a referral program is an empowering initiative for those on the payroll; and for prospective employees, it’s a way to convert connections into potential job offers.
Social Media/Digital Marketing
Social media continues to be a frontline for recruiters and candidates alike, as it is where a significant portion of marketing budgets deliver meaningful connections. Social media platforms are also where those who might not even be looking for a particular job are enticed to research and apply for one.
Campaigns leveraging these tactics, can bring that passive candidate to the company’s LinkedIn page where they see how the company is a thought leader or authority in their particular industry. Similarly, these campaigns can bring the candidate to the employer’s career website, learning more about the company’s culture and how it aligns with the ideals of the candidate.
For recruiters, it’s all about moving candidates from passive to active in their job search. Social media, digital display advertising and sponsored content help create awareness, and thought leadership for the employer, which can then lead to consideration and specific interest in a position.
Job boards such as Indeed, SimplyHired, ZipRecruiter and specific parts of LinkedIn exist to connect candidates and recruiters in the most streamlined way possible. These sites and apps allow applicants to directly apply for advertised positions within each company, and facilitate the delivery of their cover letters, resumes and any other pertinent documentation.
This saves valuable time for all involved, allowing human resource professionals to cull through general applicants and put together a pool of those most qualified for their open positions, while also promoting brand awareness and identity.
Given the amount of traffic these sites get by job candidates, they are a necessary piece of the recruiting puzzle.
While the in-person job fair is fading in its usefulness to many companies, due to its hyperlocal recruitment range, the challenge to be on-premises in a post-COVID area, the benefits of such are still relevant. Virtual career fairs have become a growing important tool for recruitment, beginning with a scheduled, open-call style similar to a webinar, with the ability for recruiters and candidates to connect privately for interviews and even job offers. These virtual job fairs also allow more flexibility for the passive job seeker, as they are still actively working. Working hand-in-hand with digital marketing partners, these virtual career fairs can be highly successful.
ORGANIZE TO MAXIMIZE
Considering the multi-target approach required by candidates and recruiters alike, an organized approach is advised.
For those seeking employment, it’s beneficial to keep track of where they’ve applied and how, as well as what recruitment methods they find attractive, be they digital ads and sponsored content on social media, or how job sites like the aforementioned Indeed, SimplyHired and ZipRecruiter facilitated connection and conversation with hiring professionals.
Even though the application process is almost entirely online, specialized resumes and cover letters are a must in most circumstances and organizing them in folders on your digital device is a simple solution.
For those on the other side of the interview experience, an applicant tracking system (ATS) is one of the most effective ways to not only manage and streamline the hiring process but collect and organize critical data points on those they do, and don’t hire. But look at your application process. One does not want to turn away the most desirable candidates due to an overly-length application process. Concerned about this? Dig into your analytics on your application process on your ATS to understand the number of candidates that started, but never made it to “submit”. Potentially look at short forms with just the necessary data to fill that talent pipeline.
In the end, the most effective source of hire for recruiters and candidates is a curated mix of each of them, which allows for maximum impact and efficiency for both parties. Just as there are multiple people worth considering for every open position, there are a plethora of companies where a candidate may be productive and fulfilled with not only the compensation, but also the culture and ideals of the organization.
Contact AMG Defense Tech today to help create the best strategy for your unique needs.