Recruiting for crucial roles in an organization requires more than just scrutinizing piles of resumes. It is true that you want to fill these roles as soon as possible, but for that you need a fresh approach and updated strategy.
Most of the recruiters across the globe miss out on opportunities to fill crucial roles. The best way to deal with the situation is to first understand why these roles are important. It can be that your organization is in dire need of a marketing manager to run the marketing department or a data scientist to scrutinize the big data that is lying in your organizational floor for months. Once you understand the requirements in a better way you will be in a better position to fill these positions.
But, traditional recruiting techniques like job boards advertising alone will not suffice in filling these roles. You will need to combine these along with modern approaches like tapping into employee networks and building online strategies.
Given below are 5 recruiting strategies that can help you in this regard.
1. Look for the right candidate internally in the organization
Often recruiters are guilty of moving to the external market far too quickly, even before considering someone in-house that can be the perfect fit for the crucial role. Although, the current employee might not be the exact match to your job specification the least you can do is to train him/her quickly.
The key is to select such an employee who has an inside information on how your business works and the critical aspects of the position being filled. One benefit of recruiting an employee internally is that it motivates them to carry on in your organization in case they were contemplating on leaving.
2. Use employee referrals
It has been researched and found that employee referrals are one of the most powerful sources of finding candidates for crucial roles, or any role for that matter. The people referred by your current staff typically are of higher quality, close quickly and stay in the organization for a much longer time period.
3. Be creative when creating job descriptions for the crucial roles
Never use old job descriptions while trying to create an advert for a crucial position. Contemplate on the different aspects of the position to be filled and the way it is going to evolve in the future. Also mention the benefits that the candidate can expect when they join your organization for the vacant crucial position like the company perks, career advancement opportunities and interesting projects to work on in the near future. Enumerate the key competencies and experience that are non-negotiable and which areas are desirable but not mandatory.
Never prepare a long list of essential requirements as it will drive good candidates away from applying for the position. Always mention the pay scale in line with the market rate as candidates will not bother to apply for a position where the salary is a secret.
4. Be flexible while trying to assess the talent of the candidate
As a recruiter, sometimes you can use pre-decided criteria for rejecting a candidate. But that is not the wise thing to do. Suppose, there is a vacancy for a social media manager in a chemical manufacturing company. A lack of experience in a chemical manufacturing setup should not be the reason enough to reject that candidate. Rather, you should look for a candidate who has a wide array of experience as a social media management expert across industries. That way they can bring in fresh perspectives on top of the best practices and learnings from the other domains.
5. Use social media to your advantage
If you are worried that your job description will not get relevant views on relevant job boards, you can utilize social media platforms to spread the word about the vacancy. Publish the job descriptions on your official Facebook, LinkedIn and Twitter feeds. Also, find whether there are any local forums or business groups where you can share your job description. This can be quite effective if your candidates are based locally.
You can even ask your employees to spread their word on their own social media networks to attract great talent for crucial roles by giving them an incentive for any candidate who gets recruited and stays in the organization for a longer run.