If you’ve been tasked with recruiting the next great batch of employees that your company has ever seen, your first instincts might be to load up the corporate website with all manner of career ads, job postings and little links where visitors can drop off their modern resumes. While this tactic might be the way of the future, it wouldn’t do to forget the past altogether. According to Recruiting Trends, the simple act of talking to a potential candidate on the phone might be enough to pluck him or her out from the crowd.
The source didn’t snub the current methods altogether, however. Job postings and resumes, for instance, are essential ingredients in the recipe for solid recruiting, and if you’re not using these tactics to initially collect interested parties, it’s difficult to determine who is serious about the job. In essence, these trends all work together to lead you to a single decision – is the candidate worth hiring? Here’s a closer look at how these recruiting tips fit into a cohesive puzzle – and might be fading away:
What Does a Resume do Nowadays?
According to the source, these pieces of paper or digital submissions are likely at the end of their tenure. They do a fair job of previewing who the job candidate is, but after that, their usefulness is at an end. People are taught that resumes shouldn’t exactly be the place where their finest qualities are revealed, either; rather, the idea of credibility should come from the previous experiences listed. Nevertheless, resumes do provide you with a glimpse at the candidate as a whole, allowing you to determine whether he or she has the immediate credentials to fit the job.
Job Postings Are Still Worthwhile
When the goal is to get the word out about a new job opening, it’s important to get straight to the point. Postings can do that work for a company, just like with the modern resume, however, these are slowly fading away as simple database technologies take over. Companies are turning to sources like Indeed.com to house their job listings, which are connected to Google search engines. For all intents and purposes, the work of weeding through candidates who are actually interested in the position for what it is – and what it represents – is done for the recruiter already, as the people applying are typically looking for a specific kind of job.
Get a Good Fit
At the same time, credibility remains a concern. While the job posting and the resume might be a good starting point to finding the ideal candidate, talking to him or her on the phone will help you determine whether the fit is good. Both parties, the employer and the applicant, need to be on the same page about more than just work ethic, and it’s difficult to determine how a person will relate to the existing company atmosphere without having a one-on-one conversation. The source noted that this is one of the only lingering ideas from the past that seems to work in developing a continuous rapport with the applicant.
Find Them the Right Positions
According to Small Biz Trends, keeping the candidate-turned-employee happy is something that shouldn’t be too far from your mind, even during the recruiting process. If the candidate is applying for one position but seems better suited for another, what’s the harm in suggesting an alternative route? The goal for staffing a company is partially to ensure longevity, as the hiring process can be draining and expensive. When you’re interviewing people for the first time, make sure they’re going to fit – and then determine where they belong.
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