ALTERNATIVE SOURCES OF FINDING NEW EMPLOYEES: 4 unexpected variant
We are all familiar with the traditional sources of attracting new employees, such as the recommendations have already been working in the company of people or sites with vacancies and summaries. But not always the standard methods of search engine placement gives the result. We have to seek additional sources of search specialists.
Employees who are hired through an online labor exchange, and his colleague, he came upon the recommendation is likely to be very different from each other. It is important to understand what types of potential employees can be found in each of the sources and what are the advantages of each type. Entrepreneur has prepared information on the four additional sources of training and how to use them effectively.
1. Former employees
The employment of many former employees no longer seems godforsaken thing: HR and managers recognized that once again would have taken on the work of the former employee. They are called staff-boomerangs. These frames have the advantage over others because of their education and the introduction of up to date takes less time and resources.
What good specialist left you a large salary, does not mean that you can not lure him back. If the perpetrator really high level, you should try to get it back.
Do not lose sight of the most talented employees who have switched to other companies. Watch their progress and the level of satisfaction with the conditions at the new location. If they are dissatisfied with their employer, it is possible to contact and offer to meet over coffee to discuss what will happen to the staff member at his old place - in your company.
Be prepared to give a boomerang what he had received earlier at you working. It's not always about the money. It is found that most of the work you did not like an employee, and try to eliminate this irritant.
2. Visitors to the site
Applicants usually investigate the potential employer, check out the website. They are looking for information about what the company does and what work there. So give them what they want. Post on its website information that gives answers to common questions applicants.
Average vacancy list on the website is not enough, so tell as about the corporate culture, show videos or provide feedback on your current employees.
Place the contact recruiter where it will be easy to find. Then, people who are looking for work and are interested in your company, will contact with you and maybe it will be those you are looking for.
3. Social media (except LinkedIn)
Everyone knows that LinkedIn is a great way to learn about potential employees and to contact them. But many recruiters ignore other platforms: Facebook, Twitter. People looking for work, and to drop.
Use social media to search for candidates will also help the applicant to understand the level of interest to your industry. If you see it on the page facing the thoughts and comments on the topic that is close to your business - contact with this person. If one of the social networks for you stands out - you subscribe to it: tweets and posts will help to better understand what kind of man.
By posting information about the vacancies in social networks, you may interest the talent that is not even looking for a job, but just happened to see in the news bulletin.
4. Your customers
This may seem strange, but why do not you consider as a potential employee who is buying your product? Plus, this decision is that these people already believe in your company and support it. If they are happy to part with their money for your products, you are likely to be delighted by the offer to become part of the team and get paid for their love for the product.
The best way to tell customers about the vacancies in your company - is to include them in the newsletter for mailing. Messages about finding employees have not only a direct function, as well as talk to customers about their value to the company and that you are glad to see them in their team.
We are all familiar with the traditional sources of attracting new employees, such as the recommendations have already been working in the company of people or sites with vacancies and summaries. But not always the standard methods of search engine placement gives the result. We have to seek additional sources of search specialists.
Employees who are hired through an online labor exchange, and his colleague, he came upon the recommendation is likely to be very different from each other. It is important to understand what types of potential employees can be found in each of the sources and what are the advantages of each type. Entrepreneur has prepared information on the four additional sources of training and how to use them effectively.
1. Former employees
The employment of many former employees no longer seems godforsaken thing: HR and managers recognized that once again would have taken on the work of the former employee. They are called staff-boomerangs. These frames have the advantage over others because of their education and the introduction of up to date takes less time and resources.
What good specialist left you a large salary, does not mean that you can not lure him back. If the perpetrator really high level, you should try to get it back.
Do not lose sight of the most talented employees who have switched to other companies. Watch their progress and the level of satisfaction with the conditions at the new location. If they are dissatisfied with their employer, it is possible to contact and offer to meet over coffee to discuss what will happen to the staff member at his old place - in your company.
Be prepared to give a boomerang what he had received earlier at you working. It's not always about the money. It is found that most of the work you did not like an employee, and try to eliminate this irritant.
2. Visitors to the site
Applicants usually investigate the potential employer, check out the website. They are looking for information about what the company does and what work there. So give them what they want. Post on its website information that gives answers to common questions applicants.
Average vacancy list on the website is not enough, so tell as about the corporate culture, show videos or provide feedback on your current employees.
Place the contact recruiter where it will be easy to find. Then, people who are looking for work and are interested in your company, will contact with you and maybe it will be those you are looking for.
3. Social media (except LinkedIn)
Everyone knows that LinkedIn is a great way to learn about potential employees and to contact them. But many recruiters ignore other platforms: Facebook, Twitter. People looking for work, and to drop.
Use social media to search for candidates will also help the applicant to understand the level of interest to your industry. If you see it on the page facing the thoughts and comments on the topic that is close to your business - contact with this person. If one of the social networks for you stands out - you subscribe to it: tweets and posts will help to better understand what kind of man.
By posting information about the vacancies in social networks, you may interest the talent that is not even looking for a job, but just happened to see in the news bulletin.
4. Your customers
This may seem strange, but why do not you consider as a potential employee who is buying your product? Plus, this decision is that these people already believe in your company and support it. If they are happy to part with their money for your products, you are likely to be delighted by the offer to become part of the team and get paid for their love for the product.
The best way to tell customers about the vacancies in your company - is to include them in the newsletter for mailing. Messages about finding employees have not only a direct function, as well as talk to customers about their value to the company and that you are glad to see them in their team.
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