Innovative Recruiting Ideas Group 8 Tami, Erin, Porsha, Bryan, Paul Recruiting Today Innovative Recruiting Ideas Group 8 Tami, Erin, Porsha, Bryan, Paul

Past vs. Present Techniques Put ads in trade magazines or newsletters Resumes were sent via mail, completely dependent on mail and fax, timely! Networking, all done on the telephone PREVIOUS Check websites for ads and posting (cheaper) Resumes sent via email, increasing speed at which candidates can be contacted, opening up a global marketplace Increases networking, via email SAVES TIME AND MONEY! Much faster to find candidates Easier access, readily available to wide range of people

Internet The internet has completely transformed recruiting. New developments in technology have made recruiting techniques faster and more effective than ever before.

Websites Ex: Monster.com, Hotjobs.com, Craigslist.com SHRM.org Applicants pay 0 and employers pay a small fee to scan resumes that are on the site. Employers can also post job opportunities SHRM.org National HR org, their website is filled with a wealth of information Must be a member, and you must be qualified in order to gain membership, different level of membership dependent on your qualifications and job expierence

Trade Association Websites Many professions have a professional organizations that either have websites where employers can post jobs for free and for a fee have “resume banks” where members of the association can review any job postings and post their own resume. This is a “hook” that associations use to recruit members to join their associations. (Ex: CHRA, FEI)

Personal Websites Company Websites Most companies have their own websites where positions are posted and applicants apply via sending their resume via email. Some potential employees make their own website and post their resume Few if any recruiters or companies will surf the net to look at these, view them as useless.

Community Job Banks Many government agencies or counties have a job service that is free to employers to post positions and they post the jobs through the governmental sources to outside and inside people and some of the Agencies will screen candidates for you Ex: Arapahoe County has this services which is free to companies and recruiters

EMAIL The use of email has greatly reduced the time it takes to “find” a candidate as most candidate resumes are submitted via the Internet whether they are responding to a website posting or newspaper ad. Executive Recruiters use email as a tool to share details of a job opening with their “network” or professionals to ask if anyone has any referrals of candidates for a particular positions. Ex: copy/paste methods

Network Most executive positions and high level professional positions are still being found through the use of either a recruiters network or the individuals network of people Contacting colleagues that you know in a certain industry or functional area of work and asking if they know someone that might meet the qualifications.

Networking on the Internet Discussion Lists, Forums, Message Boards, Newsgroups E-mail Virtual Communities www.community.hotjobs.com

Professional Organizations and Special Interest Organizations All functional areas have trade associations and/or professional organizations (Society of Engineers, CHRA, etc.) that most times anyone can go to their meetings as a guest to “network” to help find candidates or a Recruiter (whether they are an internal Company recruiter or professional Recruiter) Can speak at these organizations about the opportunities at their company or if it is a professional recruiter they may speak about “how to interview”, “how to write a resume”, etc. to get exposure.

Old Techniques More & more entry level and lower level jobs are being advertised via radio as so many more people are having longer commutes to work & listen to the radio. University Programs, offering students numerous resources. including job fairs and resume workshops Job Fairs

Article: Candidate Glut Employer’s Market Symptoms of Market: -applicants not researching companies -higher volumes of employment ad responses and unsolicited resumes -more unqualified applicants to sift through, but potential for more qualified applicants

Article: Candidate Glut Changes made due to market: -Quicker on initial resume screening vs. taking time -Resume database system (scanner) -Third party contractors for initial applicant assessments -Adjusting job market strategies to reach narrower market -Dealing with overqualified applicants

Article: Candidate Glut The Future Moderate economic recovery Focus on retention Maintain strong network