Career Testing
Career Testing
Career Testing
version 34, draft 34

The Different Sources to Use When Looking for Candidates

The global market place has become saturated with experienced and motivated job seekers as a direct result of the long-standing economic recession, forcing many skilled employees into redundancy. The issue recruiters now face, is not with finding a skilled candidate, but with locating the most suitable employee in the most efficient and cost effective manner possible. There are vast numbers of unemployed persons in the marketplace, and many companies are experiencing an overwhelming number of applications for jobs they advertise. Many companies do not have the resources to handle hundreds of job applications and so it is essential for them to adopt the most productive and cost effective strategy to find their ideal candidates.

There are a number of sources that can be used by hiring companies, however the type of job and required candidate experience will influence the type of source that should be used to find the right employee. Some of the most widely used recruitment sources are examined below.

  • Focused Advertising – Placing a job advert in a relevant offline or online publication will enable you to gain maximum exposure to a targeted audience of people that would be most suited for the job. The content of the job advert will also determine how successful it will be, for example if it is poorly written, not descriptive enough or makes it difficult for interested parties to apply, it is unlikely you will get good results.
  • Employee Referral – Many job vacancies can be successfully filled through making good use of current employee contacts. When seeking a new person for a particular position it may be helpful to enquire internally to find out if any current worker knows of a suitable person for the job.
  • Recruiting Consultancies – By enlisting the professional services of a recruitment agency that specialize in your company’s area of expertise or industry can prove very helpful in finding the most suitable candidate for the job. Not only will you save time, energy, resources and money in the initial screening of applicants, but you can ensure that the most qualified and relevant candidates will be passed on to you, from the agency.
  • Job Fairs – This medium of searching for potential employees is one that is favored amongst many big companies. It is an economical recruiting strategy that allows the company to target a large audience and give necessary information about the type of company they are and the people they look for as potential employees. Job fairs are also popular among graduates and professionals seeking to develop their career.
  • Governmental Unemployment Departments – By registering your vacancy with your local governmental or state unemployment department, you can obtain advertising at a low cost and target groups of individuals who are actively looking for work. Due to the recession, there are many skilled and qualified candidates actively seeking employment, many of who will be registered with their local governmental unemployment department.
  • Networking – It is important that you maintain good relationships with your contacts and take advantage of networking events, particularly when you are recruiting. By informing your contacts that you are looking for hire for a certain position, you may find that a contact knows of the perfect employee for the job.
  • Speculative E-mail - Sending an e-mail to appropriate contacts in your address book may help you find your ideal candidate. Whether the person receiving the e-mail is right for the job or not, they may know someone else who is interested.
  • Post vacancies with Universities – Depending on the type of job and the required level of experience you are looking for in a candidate, it may be useful to advertise the vacancy with selected universities. This will ensure graduates are aware of the vacancy and this form of advertising will bear little cost on the hiring company. Similarly, companies can contact alumni groups to advertise job vacancies.
  • Social Networking and Groups – You may find your ideal candidate in a social group that is related to the business your company is in. For example, if you are looking for an employee for your restaurant – you may find the perfect candidate in a cookery club. You can also make good use of social networking sites, such as Facebook and LinkedIn as advertising jobs on these media platforms is free and you can target large groups of people.
  • Trade Journals/Newspapers – This is one of the more traditional forms of employee search, however it is a tried and tested method that brings success on many occasions. Certain groups of people will generally read specific publications, for example, lawyers may read a legal trade magazine or journal, and so it would be advised to advertise legal jobs in such offline publications. Other jobs may be more suited to be advertised in a local newspaper.
  • Company Website – The first place that prospective job seekers will search when looking for a job with a particular company, is the organization’s own website. Advertising on your corporate network is one of the most cost effective and useful recruitment strategies available to recruiters. This form of advertising will enable you to reach individuals who are actively searching for vacancies with your company. By allowing candidates to apply via your website, you can also save CV’s on your own database for future reference.
  • Contact Past Employee’s – Although this method is not as conventional as many others, it can prove to be a great way of rehiring good employees that left the company on a positive note. Some candidates may have sought career development or a higher salary package elsewhere, and so by offering them an equal or more attractive package to rejoin your company, you can often hire a past employee with ease and little disruption.

Through writing a job description that includes all of the above mentioned features, recruiters are able to ensure that they target the most suitable candidates to find their ideal employee.

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