Do you need the perfect employee to fill an important spot in your company? If so, you have likely created a job description, posted it everywhere you could think of, and now you are overwhelmed with countless applications in your inbox. The process of looking over the hundreds of applicants can take hours that you could be using more productively. Instead of going the traditional route, check out these alternatives to the traditional job recruiting process.
Encouraging your current employees to help you find a new employee can be quite beneficial for your company. Give permission for employees to share the job opening on social media sites such as Facebook and LinkedIn. Looking for proof that it works?
It used to be that once someone left a company, they were gone for good. In a recent study nearly half of HR professionals claim their organization previously had a policy against rehiring former employees – even if the employee left in good standing – but 76% say they are more accepting of hiring boomerang employees today than in the past. But why are they rethinking that idea?
When choosing to hire someone who has worked for you in the past and is ready to work for you again, there are benefits. As an employer, you already know what you are getting into. Also, the employee has some understanding of how the company works and the training process will likely be much shorter than if you pick a new hire. Remember, not every employee that moved on was a bad fit. Here are the types of “boomerangs” that you should consider rehiring, those who:
Passive candidates are currently employed, not actively seeking a new opportunity, but just might take a new position if it means a promotion. Seeking this type of employee out can benefit your company. Typically, they make better employees than active candidates. Passive candidates are 17% less likely to need skill development, 120% more likely to want to make a positive impact, and 33% more likely to request challenging tasks.