Tapping
the Hidden Job Market to Find Candidates for Your Open Positions
By Marc Belaiche, CPA, CA & Joseph Thomas
Whether
driven by the need to explore and diversify a company’s approach to recruitment
or find ways to cut costs, employers may consider a variety of staffing techniques
to find good candidates. This article offers suggestions on how companies may
tap into the hidden job market.
Social
Media
In today’s job market, an increasingly popular
way for companies to connect with potential candidates is to make themselves visible
on social media. Engaging people in discussions, groups and polls are excellent
vehicles for connecting with both passive and active job seekers. Websites such
as LinkedIn provide a massive pool of talent that employers can easily tap
into.
Blogs
Company or corporate blogs assist firms
increase their brand awareness. Blogs also create an effective way for
companies to communicate with potential employees who form part of their online
community. With minimal or no added cost, many companies have used this avenue
to find top-notch candidates.
Referrals
/ Bonus
This method is a time-tested classic, where
employees refer someone they know personally or whom they’ve worked with
previously. Employees may have hundreds of contacts within their professional
and personal networks; therefore, keeping current employees up to date on open
positions is an important aspect of the recruiting strategy. Creating a bonus
program as a reward system serves as a motivator for employees to put forth
referrals for any open positions within the organization.
Association
Meetings
Joining professional associations and attending
events such as Chapter meetings and trade shows gives employers a chance to keep
up-to-date on current trends and to also meet face-to-face with industry
professionals.
Sponsoring
Events
Sponsoring events, dinners or open
houses increases brand awareness and makes companies more visible in the
market. Many of today’s most influential organizations have experienced the
benefits of sponsorship and routinely participate at a number of different
events each year.
Job Descriptions
and Business Cards
Many companies post job descriptions on
their website, giving visitors the opportunity to view current openings. And having
up-to-date job descriptions available at sponsored events is definitely a plus.
Another key component to networking with passive job-seeking candidates at
events is to have business cards ready to hand out and encourage the discussion
of job openings.
Articles
about the Company
As a means to increase awareness about
the company to a wider candidate pool, employers should seek out business
publications to do write-ups on them. The focus could be the company’s corporate
culture, management style and work environment.
Preferred
Employer
Organizations may also gain exposure to
passive job seekers by qualifying for and getting listed on a preferred
employer list, such as Canada’s Top 100 Employees. This would be a distinct
advantage and make the organization look more appealing to job seekers.
Recruiters
Recruiters are constantly tapping into
passive candidates who are not actively searching for a position. As recruiters
build their databases over a period of time, they become familiar with good candidates
that are not necessarily accessible to organizations.
Alumni
Reunion
An alumni reunion is an ideal way of
bringing former employees together to network with current management and
staff.
Conclusion
Most job seekers know that 80-90% of new
opportunities are found through the hidden job market and they also realize
they need to network continuously. If employers use this information to their
advantage, they can tap into a wide pool of passive candidates.
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Marc Belaiche, CPA, CA, is President of TorontoJobs.ca, an Internet
recruitment business and recruiting firm located in the Greater Toronto Area in
Canada. Marc has been in the recruitment industry since 1995. TorontoJobs.ca
allows companies to post their positions online, search a resume database to
find candidates, provides outplacement services and full temporary and
permanent recruitment services. TorontoJobs.ca also allows candidates to search
and apply to positions directly online and get career, interviewing and resume
tips all at no charge. Marc is also President of TorontoEntrepreneurs.ca, an
organization geared towards business owners (see www.TorontoEntrepreneurs.ca) and has the annual Toronto Entrepreneurs Conference (see www.TorontoEntrepreneurs.ca/conference). You can reach Marc at marc.belaiche@torontojobs.ca and check out TorontoJobs.ca at www.TorontoJobs.ca.
Joseph
Thomas is a HR/Recruitment Professional who works at www.TorontoJobs.ca, and can be reached at joseph@torontojobs.ca