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Zip RecruitingAn independent recruiter, recruiting agency, or executive search firm is charged with tracking down excellent potential candidates for available job openings. Even though there are many people seeking to change careers or looking for better jobs after the pandemic, it often seems to a typical recruiting agency that qualified men and women are few and far between. Here are six easy tips that recruiting services, staffing firms, or executive search firms should keep in mind when on the hunt for outstanding potential job candidates. These tips are equally applicable to companies undertaking their search without the help of recruiting agency services. Indeed, the headaches associated with finding qualified personnel is magnified for a company undertaking its recruitment efforts. Industry-Specific Job BoardsPost an Ad on an Industry-specific Job Boards. Oftentimes, a recruiter will take a scattershot approach to find candidates that are worthy of consideration for an available position. They broadcast far and wide the fact that a certain position is open and available. It may be more thoughtful to also consider the benefits of positing an open job on an industry-specific job board. By posting in a selective and admittedly limited manner, recruiters reach precisely the people most likely to be qualified for an open position. A few examples of industry-specific job boards are as follows: Recruiting ExpertsFind recruiters who specialize in a given field. As with advertising, choosing an effective recruiter might be just a matter of targeting, particularly for a managerial or executive position. These positions can be very hard for in-house personnel directors and human resource managers to fill. While these people do have responsibility for hiring, the search for a new employee with skills beyond the norm for their company can best be targeted by a professional executive recruiter. The same can be said for specialized fields, such as Accounting or IT. For example, in-house human resources staff in a pharmaceutical company might know all about pharmaceutical skillsets required for a multitude of research positions, but they may not know as much when it comes to hiring staff to track money or to keep the computers functioning. That's when recruiting agency services specializing in IT, Accounting , or any other specialized field can come in handy. Referral IncentivesDevelop an In-House Referral Incentive Program. In many instances, exiting staff members can help speed up the search for quality job candidates. Employees often have contacts elsewhere within the industry, some of which may be looking for a change of employment. By cultivating this internal resource, an HR director or in-house recruiter can develop a wealth of ready information about prospective employees who might well serve the organization as valued employees. Searching for ResumesSearch Resumes Posted on Job Boards. In addition to advertising on an industry-specific job board, a diligent HR director or recruiting agency will want to take the time to search and consider resumes that have been posted on jobsearch sites. Often, a job seeker may not find and review all of the various available positions that have been posted on every job board. This is even more true if a given prospect is a highly sought-after candidate, who might be still busy in a current position of responsibility. Recruiters DirectoriesUse a recruiter directory. Because there are so many different types of recruiters in business it can often be difficult for in-house human resources staff to pinpoint the recruiter that will be best able to meet the needs of a given employee recruitment campaign. But there are resources available. By using a professional directory, in-house human resources staff will be able to identify the most appropriate resources for their company and the recruiting task at hand. Even staffing firms can benefit from such a recruiter’s directory to seek help in a specialized field they don't often work with. Patience Is A VirtueFinally, while it is an overused saying, “Rome wasn’t built in a day.” Don’t Rush the Process. In the same vein, 99 times out of 100 there is no need to rush the process of seeking, identifying, and hiring a new employee, particularly an executive-level employee. An HR director should take his or her time to identify, screen, interview and hire the best candidate. By using these tips, in the long run, the best possible candidate for a given position will be hired, and the company will benefit from the best possible employees
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