French for Fat Tuesday, Mardi Gras is a celebration of the last night before the fasting and religious obligations associated with the Christian season of Lent. Sometimes called Carnival, it’s a popular time for people worldwide to get dressed up, dance and imbibe.
Here at GetHired.com, between exchanging beads, trying on feathered masks and helping employers to find top talent for open positions, we wanted to take a few moments to share some tips on how to curb costs in the recruiting process. Because, let’s face it: When you find the right candidate for your open position, every workday feels like a celebration.
Keep social recruiting SOCIAL.
Social recruiting has become an industry buzzword in the past few years. By most accounts, it involves targeting users on LinkedIn, Facebook and Twitter to find the largest and most qualified pool of applicants for open positions. However, because it costs $195 to post a job on LinkedIn, and often is difficult to target specific job seekers with Facebook and Twitter posts, recruiters and hiring managers on a thin budget need to be careful where they are spending their time (and their money) online.
Are you using your social networks to find free sources for posting job content that is relevant to your intended audience?
Choose the right job boards, and choose more than one.
Advertising jobs in multiple locations online can help you to get a larger pool of qualified applicants for your open positions. The great thing about GetHired.com is that it allows employers and recruiters to use its best-in-class talent management system – including the ability to review job seeker profiles – on any job board. By creating an application profile at no cost, employers can post jobs on Monster.com or other job boards to increase the number of applicants who see the position while still relying on the innovative video and audio pre-screening and candidate sorting capabilities of GetHired.com.
Newspapers are obsolete.
As more and more print newspapers move online, classified job postings are becoming obsolete in favor of online job search and job boards. Hiring managers looking for a strong applicant pool must remain aware of this industry shift and ensure that they are optimizing their job postings for online discovery.
• Writing job postings with keyword-rich phrases and clear objectives to optimize the job posting for SEO results
• Drive traffic to your job posting by signing up with job search aggregators such as Indeed.com
• Make it easy for job seekers to share your job posting with friends who may be a good fit – via sharing buttons or by creating an application link.
Look at your own website. Can candidates see what jobs are available and how they can reach you?
In your rush to post an open position on a popular job board, have you forgotten to post the position on your own internal career page? Job seekers are becoming increasingly saavy in finding companies that they want to work for and seeking out open positions or internship opportunities at these companies. Give them the opportunity to do this (even if you are not hiring) by including good information on your site about what it’s like to work for your company and how they can get in touch with you.
Engage passive and active job seekers who have liked or followed your company on Facebook and Twitter. Keep them engaged by sharing relevant open positions and other neat things that are happening internally. Be sure to respond to questions asked via your company’s social networks; it may turn potential candidates off if they see that they company that they are hoping to work with refuses to engage.
Hopefully these tips will help recruiters on a thin budget to better source candidates. And, on a holiday best known in “The Big Easy,” nothing is easier than that.