One of the hardest things to do when recruiting is ensuring that you maintain a diverse workforce. Ideas from people with varied life experiences is vital to a business world that is always changing and lives on the cutting edge. However, many companies find that they have trouble finding candidates that will provide those distinct ideas, and are tempted to blame the problem on there being a lack of potential hires that meet those criteria.
There are dozens of options for job sourcing and it can be hard to choose between them, but the smart recruiters are learning how to effectively use both free and paid channels to get the right employees for their company.
The best way to break down these channels is to think of them in terms of organic and sponsored sources. Both have a place in job sourcing, and knowing how to leverage them appropriately means more efficient budget allocation and longer-lasting employees.
The most often overlooked cost of running a business is recruitment. This is especially true of new business owners, but even people who have run their companies for years don’t take the time to consider how much money they will have to spend to maintain the necessary staff to keep operations running smoothly.
However, the fact of the matter is that it can cost quite a bit in terms of both actual capital expenditure and employee hours, not to mention costs related to efficiency issues caused by understaffing until you get the right candidate.
Over and understaffing are highly prevalent across industries in companies of all sizes. Even businesses that have been in operation for decades can struggle to ensure that they are hiring enough people (most companies err in this direction) but not too many.
Fortunately, with the right data, you can get a much more accurate idea of how many people you actually need. While these are estimates, basing your estimation on solid analysis, you’ll find that they are much more accurate than they had ever been previously.
Recruitment metrics are vital to the efficient staffing of your company. Like with sales and marketing data, recruitment metrics can tell you what is working and what isn’t, how to adjust your recruitment strategy to find more qualified candidates, and how to appropriately spend your hiring budget.
However, it’s not always easy to parse actionable information from the available data. What is actually important? Further, what do those numbers mean? And how do you take those numbers and translate them into policy that will improve your staffing and retention?
Hold on to your hat: Facebook and Google have entered the recruitment industry.
This is not just some innocuous announcement: With two of the global tech titans entering the recruiting game, we can expect the entire industry to change drastically.
Don’t believe me?
In the late ’90s, and early 2000s, young upstart Craigslist began to systematically take out traditional classified sections across the world with its simple, online classifieds platform. Craigslist was quite the maverick: Not only was it transforming the newspaper industry by letting people take ads out for free online, but it also changed the recruiting game by allowing job postings.
So you’ve posted countless jobs openings on Google for Jobs but you don’t seem to be getting as many responses as you think you should? Before you give up on Google for Jobs completely, you need to make sure you’re doing everything you can to take advantage of Google’s full potential.
But just how do you do that?
If you’re about to ramp up your seasonal hiring, you’re in luck! There’s a new player in the recruitment game. I’m of course talking about the new Jobs feature on Facebook. And, the best part about Facebook is that it’s completely free to post your jobs.