Use a "Forward-Thinking" Recruitment Approach

Source: eGrabber Newsletters

An economic downturn may be the best time to get new recruits. With companies resorting to cost-cuts, corporate downsizing and layoffs are in the news everyday. This is a scenario where organizations actively release top talent into the job market; a rare opportunity with few or no job openings and a considerable pool of available top talent.

A "Forward-Thinking" recruitment approach lets you make the most out of talent that is without work in the market. This is the time to replace weak employees in your company (or at your clients') with the best in the market. Seek out departments or business units in your organization that have the potential to perform or grow during a recession and staff them with new hires. You should also look at long-term recruitment objectives and hire talent that will contribute to growth once the economy rebounds. Understand that it costs much less to hire during a downturn.

Sphere: Related Content

Use Multiple Websites for your Job Posting

Source: eGrabber Newsletters

Surveys show that nearly 17% of recruits found their last job from an ad posted on an online job board. Internet resources are clearly effective as a key component of any effective recruitment strategy. Though most recruiters are unanimous in accepting the above fact, they are a bit pessimistic when it comes to increasing their Internet recruiting capability. They restrict their job postings to a handful of familiar sites.

There are more than 45,000 job boards and career portals in the U.S. alone. Successful recruiters are more open to exploring this pool to find sites that might be appropriate for their openings. Expand your sources to include at least 5 different sites for posting job ads. By including alternative sites in your online recruiting, you can widen your net and attract more number of prospects.

Sphere: Related Content

Build your Candidate Pipeline

Source: eGrabber Newsletters

Finding the right candidate, for the right position, at the right time is the key to making you a successful recruiter. One of the ways to ensure that is by building a strong candidate pipeline. There are two strategies to achieve this - passive and active recruiting.

Most recruiters rely heavily on active strategies for building their candidate pipeline. This is done only when the need for manpower arises - job postings, campus visits, career fairs, etc.

A passive strategy on the other hand, is proactive. You look for prospective candidates even when there is no immediate need. You can passively hunt for candidates through

-	careers section on your company website
-	profile page on social networking sites
-	posting articles / blogs, and more...

By following both these methods to build your candidate pipeline, you can ensure that you get the right hires at the right time.

Sphere: Related Content