By Danielle Mahoney, HR and recruitment manager at SilverDoor

One of the first steps to take in order to find something is knowing where to look, and in a recruiter’s case, who to look for. The recruitment process has meaningfully changed throughout the years and as technology continues to evolve,more companies are turning to a multi-faceted approach to recruit candidates. Even if they do get a great deal of applications, companies should always make sure they are reaching the best candidates, including those who may not be actively seeking employment.

Passive candidates

In particular, social media has had a massive impact on the recruitment process. The different networks offer the ability to reach out globally to passive or hard-to-find candidates that are not likely to be approached using other sources. These can mainly be found on social media networks such as LinkedIn, Google + and Twitter. This method of recruiting means that companies will be able to source individuals who tend to be more tech-savvy, therefore attracting a different and more competitive pool of talent to the corporation. Joining groups on Twitter or LinkedIn that contain people that might be interested in the job role is a good way of getting the position across numerous online platforms. In addition, it can increase your ROI by reducing sourcing costs, as LinkedIn, Twitter and Google + are more likely to deliver results than a single description on a job board.

Using the awards that your company has won or advertising the benefits that employees receive is also a good way to attract passive candidates that aren’t necessarily looking for a job and are just curious to enquire about a company and the jobs it offers. This method works for us predominantly in the United Kingdom. For example, we recently had two candidates that found us due to our advert in a magazine about placing in the top 20 of the Sunday Times 100 Top Small Companies To Work For. Both candidates were willing to leave their hometown and move to London when they were offered the job, therefore proving how important this method is in order to attract talent outside of our local area.

Active candidates

Advertising on job boards and CV databases are the ideal approaches to finding active candidates in local areas. Both methods help recruiters to find the best people in their region and also give them an opportunity to find people that will actively be interested in applying for the role. In addition to this, recruiting through your company website means finding candidates that have taken the time to find companies that they would like to work for. If used in unison with social media, it will also increase traffic to your website and referrals.

Visiting graduate fairs and universities are an excellent way to recruit new talent and find candidates that are motivated to find a job. Many of these candidates have undertaken an industrial placement, enabling them a quick entrance into the world of employment. If a company develops a good relationship with a university, the latter can help find your ideal candidate by making sure you reach the right students and graduates. When you submit a vacancy to the university, they will automatically send it to target groups of students and graduates who are likely to have an interest in the type of position you are offering.

My experience

I’ve found that by developing a strong relationship with key universities that nurture the talent needed for the company I work for has been key in finding ideal candidates. A number of our current employees were once placement students in the company and have therefore learnt the ins and outs of the working environment before even starting with us permanently, making them the perfect candidates when graduating. In addition, social media has helped me reach hard-to-find candidates all over the world that are perfect for the job role and the bonus of social media is that the majority of the time is completely free.

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