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

2. 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 , increasing speed at which candidates can be contacted, opening up a global marketplace
Increases networking, via
SAVES TIME AND MONEY! Much faster to find candidates
Easier access, readily available to wide range of people

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

4. 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

5. 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)

6. Personal Websites Company Websites
Most companies have their own websites where positions are posted and applicants apply via sending their resume via .
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.

7. 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

8.
The use of 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 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

9. 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.

10. Networking on the Internet
Discussion Lists, Forums, Message Boards, Newsgroups
Virtual Communities

11. 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.

12. 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

13. 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

14. 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

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