Tired of posting your open positions on job boards, Linkedin or Craig’s List? Here are 10 new ideas to identify talent for your organization.
1. Capture the names of candidate references. Candidates often provide a list of three or four references at some point during the hiring process. Make it a standard operating procedure that those references are entered into a prospective employee database.
2. Referrals. The number one source of talent is internal referrals. Implement a company-wide referral program. Ask your best people to think of the three most impressive professionals they have met in the last year.
3. Recruit former employees. Compile and review a list of employees who left your organization voluntarily. Reach out to them. Many employees leave an organization for a new opportunity and later regret the decision. If the employee left on their own terms, they should be happy to talk with you and if they aren’t interested, you may be able to refer a good candidate.
4. Re-connect with candidates who turned down an employment offer. Much like candidates who leave your organization, candidates who have turned down an offer, may regret it later. Have a system in place to periodically contact those individuals and resell them on your company.
5. Utilize your internal database. There have been many occasions where my firm has recruited and interviewed an individual whose name was in our client’s database. If your organization is well known, the ideal candidate for your job opening may be sitting right under your nose!
6. Target university alumni groups.
7. Host a free lunch or an after hours party for your employees. Ask them to bring referrals from their social media networks, emails lists or business networking groups. Offer door prizes to those who brought the most leads.
8. Recruit at trade shows, conferences and industry events. Make sure you have at least one ‘ambassador’ from your company meeting and greeting attendees with the intention of gathering names and referrals. Generally, the better employees are asked to attend those events. It is a perfect place to meet and identify talent.
9. Monitor executive changes, layoffs and plant closings. These major company changes often make the news. These events also indicate that talent may be on the market soon. Even if some employees are not directly affected, layoffs, executive turnover and facility closings can signal company and /or job instability. Star talent at these organizations may be more receptive to a call from a recruiter during those times.
10.Get actively involved in one or more industry associations. Top performers often get involved in industry groups and are there to network and meet other professionals. Enlist a company ambassador to volunteer for association committees or a board seat. Encourage them to build relationships within those organizations.