2.1(b) External recruitment

There are several aspects to consider when deciding on the best method for sourcing external applicants. Do you want to target people looking for a job or do you want to target the people you want?

Type of position/industry

Is the position for an accountant, a psychologist, a plumber, etc? These people are likely to look for jobs in vastly different areas.

Level of position

For example, are you recruiting an executive, a manager, a technician or an entry-level position? Younger candidates use mobile technology. Older candidates are more likely to search specific websites.

Budget

Higher level positions will probably have a higher recruitment budget.

Employment market

  • Are there likely to be a lot of people suitable for the position you are trying to fill?
  • Invite all potential candidates to an open event. People will automatically self select from the process. It also provides the opportunity to witness group interaction skills.
  • Recruit for attitude, train for skill. You can’t train passion
  • Video or podcast – http://www.youtube.com/watch?v=X9SK052cF3c (Apple's employee recruiting video)
  • http://www.youtube.com/watch?v=klnrUXAOhCU Thomas Shaw at RecruitTECH 2009 - Part 3 of 4 - Australian Recruitment and Technology Conference)
  • Focus your recruitment processes in ways and places that fit with your dream candidate.
  • Referrals from current employees
  • Use social media such as Facebook or Linked in
  • http://www.youtube.com/watch?v=uV5BmwJ-iuw (Recruiting Innovation 2012 - Big Data, Dead Job Boards and Skill Shortages)
  • http://www.youtube.com/watch?v=IK0rYGFpCJA (Mobile Recruiting Webinar - Matt Alder, MetaShift )

(Please note: all links were current at time of publishing)