Looking for A Few Good People -- PST

After you've got the job description written and approved, it's time to decide how you're going to recruit. Methods include word-of-mouth, company websites, print media, recruiters and beyond. You want to hear from applicants but you also want to be sure that you get the best applicants, so it's your responsibility to make sure you've been specific about how they should send you that tell.

No matter whether you're using an internet or a print ad, the design and wording of an advertisement will definitely influence the response you get. Make sure that the layout is eye-catching and clear. Post that well-written, approved job description. Make sure applicants know how to contact you and always give a closing date for the position (and track that -- it looks very inefficient when an applicant finds out that the job was filled but you forgot to remove the posting.)

The better and clearer your ad, the less time you'll waste reviewing resumes and the less time will be wasted in interviewing the wrong people. A final note -- always proof your postings! Get at least two other people to look at it as well in case you missed something. First impressions are important and not just yours -- remember that the applicant is the buyer too!

Recruiting Internally

Many companies encourage internal recruitment, and some insist that all vacancies be advertised internally before advertising outside. (Check with your HR Department -- some states require that all positions be advertised externally for a period of time.) It's easier to interview internal applicants because they already know the company and understand its work culture. You know them and their work and their social skills.

On the other hand, if you move a current employee into a new position, you'll then have to fill their old position. Not allowing employees to make lateral changes just to save replacement costs isn't going to grow your business. However, you'll need to be sure they're really right for the new job and not asking to move as a way to make a rapid rise up the corporate ladder. Whether you use in-house email, the company website or a corporate newsletter, treat this as if you were advertising the job to the outside.

Using the Website

When people look for jobs they tend to search company websites. Make your Jobs or Employment or Careers page easy to find and navigate. The website also gives a prospective employee a chance to get a snapshot impression about your company so you want to be sure you've got your best virtual face showing. Posting on your website can save you time and money but only if the page is accessible and functional. It's pretty off-putting to an applicant when she can't post her resume, especially when the site encourages her to do so!

Placing Advertisements

Where you advertise and what your ad says will determine the type and number of applicants you get and affect your chances to find right person for the job. Use trade publication for jobs that require specialized skills. For a more generalized approach, use the general press; some papers allocate different days to particular professions. Advertisements can be costly but can elicit a huge response. If you lack the time or resources to cope with hundreds of applicants, advertise in a publication with limited circulation. Consider using special "clearing house"/recruitment type websites that reach out specifically to a particular career like animation or programming.

A Note about Advertising

Recruitment advertising is subject to stringent legal restrictions that vary from country to country, and state to state. Check with HR about your state's regulations and procedures, and remember that federal and state laws may not always agree. Be particularly aware of laws affecting gender, race, religion sexual orientation or age. Select your wording carefully to avoid stipulating characteristics that could be seen as excluding potential applicants. Assuming you are an Equal Opportunity Employer, say so on your recruiting materials.

Using Personal Recommendations

There are positive and negative aspects to consider when using personal contacts to help you fill a vacancy. One the positive side, if a potential recruit comes with a recommendation from someone you trust, it suggests that her skills and experience have, to a degree, are proven. In addition, the applicant may have been briefed by your mutual contact about the work culture in your organization.

On the negative side, personal recommendations can be awkward when you have to turn down a candidate who just isn't right for the job. When a colleague suggests a candidate, assess skills and abilities objectively and be prepared to reject the application if need be (and also be prepared to explain to your colleague why the applicant isn't qualified.) Be careful about colleagues who see your job opening as a way to build a little empire of his or her cronies. Even if the applicants' skills are superior, you also need to be sensitive about the corporate culture.

Using Local Resources

Check whether there are any federal or state programs in your area aimed at reducing unemployment levels by offering training. These programs are often designed to address local needs of employers and employees. Local universities or colleges may also provide Job Placement Centers, so it's good to establish contact with those resources, especially if they handle technical placements.

Using Employment Agencies

Recruiting through an employment agency can the amount of paperwork involved in sifting through resumes and replying to advertised vacancies. This is particularly relevant if you anticipate a substantial response. For a fee, which can vary according to the position, an agency will provide a shortlist of candidates from whom you can select candidates to interview. If you plan to use a recruitment agency, make sure you use a reputable one with a solid track record.