#RecruitingStrategies #IndustrySpecificJobBoards
Hey fellow recruiters! 👋 What’s a recruiting strategy you loved that you’d like other recruiters to know? Let’s share some valuable insights and learn from each other. Here’s an example to get the ball rolling:
Have you ever tried using an industry-specific job board instead of a mainstream one, or in addition to it? 🤔 This can be a game-changer in your recruitment efforts! Here’s why:
– Industry-specific job boards can attract highly qualified candidates who are specifically looking for opportunities in your niche.
– It can help you reach a more targeted audience and significantly reduce time spent sifting through irrelevant resumes.
– By focusing on a specialized platform, you can tap into a pool of talent that may not be active on mainstream job boards.
So, what do you think? Have you tried this strategy before, or do you have another favorite recruiting tactic to share? Let’s keep the conversation going! 💬 #RecruitmentTips #HRInsights
I partner with a specific local career group. It started on fb and grew into a larger community, still hyper local to my city. Ive gotten tons of qualified candidates and referrals from this group alone. If I could only use this group to source, I would.
It’s not a job fair or anything like that. They have events that aren’t focused on jobs, just fun social groups. It’s a social network but pretty much used by only people looking and people hiring, with some great social events in between.
It’s made it so I’m integrated across many different candidate pools and am a solid resource for them. The hard work I put in makes it easy now because referrals come my way so much easier. Also the mods can give me insights into current candidates.
So basically – integrate yourself in your current, hyper local groups. Build or enmesh yourself into that community.
Stop making long screening calls.
Use companies’ “About Us” “Our Team” and similar pages on their website for candidate leads. Don’t assume everyone in leadership is on LI or a regular user even if they have a profile.
Sounds insanely simple, but do more favours for decision makers. Connect people together. Give them that free market analytics. Give them that 20 minutes to answer questions they might have. Do important people favours. I promise you it works..!
I’m most productive in the morning, so I would schedule all my phone screens in the morning back to back, for a 2 hour time frame. Then have the afternoon free to do other recruiting stuff like sourcing, reviewing resumes, or just doing nothing lol.
Hire all of the dead weight. Leave me with the best candidates only.
LOVE this question and hope more people respond.
– I feel like people are familiar with the idea of joining recruiting related fb groups, but they don’t think about joining recruiting slack channels. Basically crowd sourcing at your fingertips tips! I joined a few within the last year, and it proved very helpful during a vendor search as I was able to easily find people using said vendors, allowing me to do a back-channel reference process.
– use chatgpt! I use it on a daily basis, I always have a tab open. I use it to create Boolean strings. I’ve given it 40 page recruiting white papers, and have it spit out the key highlights and metrics. I also give it my raw, disjointed phone interview notes, and have it organize and format it for me so I can send it to HMs.