America’s got talent.
Sorry, that might have come off as confusing. I’m not talking about the various jugglers, singers and ventriloquists on the television show “America’s Got Talent.” I’m simply stating a fact about our country’s workforce. There is talent in America, and a lot of it.
The problem is employers can’t always find it. G2 Crowd’s report “Crowd Views Winter 2017: The Talent Crisis” reveals some startling facts. Prior to the report’s 209 hiring managers, recruiters, influencers and approvers in the G2 Crowd community were polled, and we found a little more than 42 percent of human resource departments are trying alternate methods of finding new employees.
But there are probably a few HR managers who might not be sure how to use these alternate methods of finding new talent. Some managers might not even know what these alternate methods are. Are you one of them?
Take a deep breath, we’ve got your back. We dug into some of these alternate hiring methods so you can pick the one that’s right for your company and rake in some new talent.
Employee referrals: Get other people to do the work for you (kind of)
If you trust the hires you or your company made, then you should probably trust these employees with some of the recruiting responsibilities.
Ask your employees to go out and spread the word on how great it is working at your company. If one of their referred candidates ends up getting hired, give them a prize. Some companies even reward their employees with cash. Human resources guru John Sullivan wrote employee referral programs are a win-win-win (that’s right, three wins).
- The company wins because it will probably get more qualified employees through referrals. Your employee doesn’t want to give their stamp of approval to just anyone. Just think: If they suggest a subpar candidate, they’re going to look bad.
- The employee wins because their buddy gets hired. Plus they might get a sweet prize.
- The referred employee wins. Research shows referred employees tend to stay at jobs longer than employees who don’t already know someone at the company.
Plus, there are a bunch of other great reasons to push an employee referral program. They increase workplace diversity and the hiring process is quicker.
Warning: Liz Ryan, another HR expert, said if you don’t know about your office’s morale, the referral process could be a dud. If your already-existing employees hate working at your company, they’re definitely not going to recruit anyone they know.
Hire a recruiting agency to help you out
If you’re an entrepreneur with little hiring experience, getting a recruiter to do the job might be the way to go. Digging through through dozens of resumes is a huge time suck. Recruiters are so well connected in the industry, they know where to start looking while you focus on running your business.
But even if you’re in a company with a robust HR department, a recruitment agency is still a worthwhile investment. Writing for NPAworldwide, Dave Nertz pointed out that talking to a recruiter helps you realize what the position truly requires and exactly the type of candidate you should be looking for. And Nertz said a good recruiter will call you out when you’re being unrealistic and need to redefine your expectations.
Finally, using a recruiter gives you the luxury of a confidential job search without publicly posting a position. Sometimes keeping your candidate search a secret is for the best. It keeps your competition in the dark and, if you’re really determined on getting an external hire, your existing staff is none the wiser.
Don’t fear social media
If you’re not hitting social media for your hiring needs, you’re missing out on a young, tech-savvy talent pool.
Certain industries have hashtags solely dedicated to hiring. Organizations post and candidates scour. If your industry has a well-known hashtag, make sure to post your job opportunities with it.
Even if you’re not rewarding your employees with a referral program, staff should still spread the word about job openings on their own social media pages. Especially if they have, like, 32,000 Twitter followers. Have them announce openings on LinkedIn, too. This is where the people looking for jobs hang out. The more they see your company’s open positions the better.
Finally, use social media as a tool that allows candidates the opportunity to learn more about your culture. Consider Twitter chats so people can find out what it’s like inside your company. Give people virtual tours of your office using Facebook Live, unless you work from home or your office looks like its roof is about to cave in. People want to know what kind of place they’ll be spending the majority of their week. Make it feel welcoming and approachable.
Now that you’ve got these tools, you’re ready to go get some new blood in your office. That’s something even Simon Cowell would be proud of.