The results from the various methods of recruiting a new person for your company have actually remained pretty stable over the last few years.
75 to 80% of jobs are filled through personal networking, friends, former colleagues, of the hiring manager or his team.
20% are filled through job postings. What is changed with job postings is the sheer number of people who apply regardless of their qualifications.
And many companies have grown their own internal recruiting teams to include those who use the methods of executive search firms. But is it working for you?
You can contribute to the value of the candidates found through personal networking by encouraging employee referral programs and improving your company’s employer brand. Having a portal on your website that allows your current employees to actually interact with your future employees can be a really excellent way to connect with the valuable people you need. But it is a big endeavor and does require someone to manage it.
I’m sure that you have chosen to use an applicant tracking system (ATS) in self-defense if nothing else. Who has the time to bushwhack their way through 500 applications to find people who actually have the skills you need? But one of the things we’ve noticed is that many position descriptions are so generic that they give hope to people who don’t actually meet the needs of the hiring manager. A position description that actually uses the keywords that discuss the real problem that needs to be solved is much more likely to attract the people who can solve it. If you want help with figuring out how to find that out please give me a call and let’s talk about it. Book here
Is your company big enough to have at least two people dedicated to “hunting” for those hard to find people? It is very difficult to move an internal recruiter whose job has been to sort through those piles of resumes that don’t fit into a position of proactively looking for the people who do. Also some legal departments really don’t want you to “poach” from your competitors. This is why executive search firms, contingency search firms and search services firms exist. We outside recruiters can find the people you need and only when you need them. Do let me know if you’d like to discuss this.