How To Find Employees In 6 Steps: A Complete Guide With Tips
By Indeed Editorial Team
Published 6 July 2022
The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed's data and insights to deliver useful tips to help guide your career journey.
If the company you work for is in need of a new employee, then you can search for a qualified candidate to fill the open position. The recruitment process involves advertising details about the job, including its experience and education requirements and responsibilities, to persuade talented professionals to apply. Learning where to look for prospective candidates can strengthen your chances of selecting the best fit candidate for the role. In this article, we discuss the importance of job recruitment, explain how to find employees and provide a list of tips to guide you in your search.
How To Find Employees For Open Roles
Follow these steps if you are not sure how to find employees for open roles:
1. Post job descriptions on job websites
Professionals who are seeking employment often look for openings on job websites, such as Indeed. Write a job description that summarises the responsibilities of the position and lists the qualifications that the company prefers in an employee. Post the description on the job board to encourage qualified candidates to apply. Consider using keywords that candidates may search for when looking for jobs that appeal to them. For example, if you are recruiting for a human resources manager role that is fully remote, then use 'human resources manager' and 'remote' in the headline on the posting.
You can also make sure that the description is visible when candidates use filters. If the company prefers candidates who commute from a specific location, then acknowledge the city and state in the posting. If the position requires professionals to have extensive experience in the industry, then highlight if the job is 'entry,' 'mid-level' or 'senior' so prospective employees can organise their search results based on their qualifications.
2. Promote vacancies on social media
Another way to raise awareness about job openings is to publish promotional content on the company's social media profiles. You can create a graphic that reads, 'We are hiring!' or 'Join our team!' to capture your followers' attention as they scroll down their feeds. Consider attaching a direct link to the job description that you posted on the company's website or job board, which enables interested candidates to instantly apply for the role. If the social media post resonates with your followers, they may share it with people they know who may be looking for a new role.
3. Evaluate talented internal employees
Recruitment for new employees can also occur within the company. A professional who is already a member of the staff may be an ideal fit for the position. With an internal promotion, you can be confident that the person you are hiring knows about the corporate culture and has built meaningful relationships with fellow associates, which can help them adjust to their new role more quickly than an external candidate. For example, an ideal customer service manager can be a current employee who is a customer service representative. Share the job description with internal employees and invite them to apply.
4. Contact previous job candidates
Follow up with candidates who pursued vacant positions the company had in the past. Although you may not have hired them the first time, they may still be qualified for the roles you are now looking to fill. For instance, a candidate who applied for a content writer position six months ago may express interest in the copywriter job that recently became available. Retrieve any resumes that made positive impressions on you during past hiring processes. Contact them to discuss the job opening and request that they send a recent copy of a resume and cover letter to apply.
5. Consult professionals in your network
Professionals who work in the same industry as you may know of prospective job candidates who are eligible for the open role in the company. Initiate conversations with people in your network, such as hiring managers at other agencies and former classmates and coworkers. Show them the job description and ask them if they can identify any professional who may be a match for the position. Make sure your acquaintances have the company's contact information so they can inform the candidate on how to submit an application. You can also ask employees to refer you to professionals in their networks.
6. Seek candidates at job fairs
Register the company you work for as a vendor for a job fair, which is an event that allows professionals looking for employment to connect with organisations that are recruiting. When potential candidates approach your station at a job fair, you can inform them of the roles you have open and discuss the culture of the company to encourage them to consider applying for a job. Create a sign-in sheet for visitors to leave their name, contact information and the role that interests them. Ask them for copies of their resume so you can follow up with them later.
What Is The Importance Of Finding Employees?
It is important to find employees to fulfil the staffing needs of a company. With a full workforce of qualified professionals, the business can continue to run smoothly. Recruitment for new employees often takes place when a professional resigns from the organisation or receives an internal promotion, leaving their previous role vacant. You can select a candidate to fill that position to handle the responsibilities that contribute to the success of the company.
Searching for employees can also help you find professionals who have specialised skills. For example, if you work for a major corporation that is aiming to restore its reputation, you may look for a public relations practitioner who has expertise in crisis communication and media training to help rebuild the corporation's brand. Knowing where to look for talented professionals can enable you to make informed hiring decisions that can help the organisation reach its goals. You can also use the same recruitment tactics for every job opening, which allows you to employ a staff of competent employees.
Tips For Finding Employees
Here are a few additional tips to keep in mind as you prepare to launch a recruitment process for new employees:
Think about the employee's point of view. When you write the job description, contemplate what a candidate is thinking when they are looking for a job and answer their potential questions in the posting. For example, for a full-time position, the candidate may wonder about the work schedule, so make sure you indicate that they work standard business hours with weekends off and paid holidays.
Stay informed about the industry. The candidates you are targeting may also express interest in roles at other companies, so it is important for you to address their ambitions and concerns during the recruitment process. Conduct research about hiring trends in your industry to gain insight into salary increases and benefits packages that appeal to the types of professionals who might apply for the role.
Emphasise the benefits of working at the company. A talented candidate may feel inclined to apply for a vacant role if they feel it can benefit their career and they can enjoy working for the company. In the job description and promotional social media content, emphasise the benefits, such as generous vacation days, competitive salaries and company perks, which can include free food, gym membership and company merchandise.
Organise your recruitment procedures. An organised recruitment and hiring process can ensure you select and onboard a new employee in a timely manner and give yourself enough time to choose between a selection of professionals who applied for the role. Consider establishing a deadline for your acceptance of job applications, schedule a period to screen the resumes of candidates who applied and coordinate time periods where you can conduct interviews before making your final hiring decision.
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