Alternatives to the Traditional Recruiting Process

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.

Employee Referrals

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?

• Employees hired through referrals actually stay with a company longer than other candidates.
• A majority of employers said the recruitment process was shorter and less costly with employee referrals.
• Employees referred tended to be a better fit within the company’s culture and ended up being higher quality employees.
• Make sure you optimize the process for mobile and tablets!

Hiring Boomerangs

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:

• Left to further their career. These candidates worked for your company for several years, enjoyed their position, but took a new opportunity that allowed them to sharpen their current skills and learn new ones.
• Left because of a life event. Life happens and when it does, good employees may be forced to quit working. Whether a spouse relocated, a new baby entered the family, a sick parent needed care, or it was another reason, this candidate is typically a good choice.
• Needed change. One thing that is certain is that change is a part of life. It is quite common for employees to desire a new career path or a new company to work for. Many times after working in their new position for a few years, they realize that they miss working for you.

Passive Candidates

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.