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5 May 2014

How to Fill Jobs across Your Organization

Posted by Nin Sandhu

Recruiters have one of the most difficult positions in an organization as they are often responsible for filling all jobs across every department. Breaking it down into the types of jobs that need to be filled, each with different job title requirements, skills, qualifications, and experience, can make it quite complicated. 

A recruiter may not necessarily even understand the difference between HTML and CSS, or DBA and Database Analyst. Modern recruiting systems have made this easier, but creating a repeatable recruiting process and following these simple guidelines can also help.

Sourcing and Advertising Jobs

For every job category you’re looking to fill (Sales, Marketing, Development, Retail, etc.), you’ll find that not all these types of candidates congregate or listen for job notifications from the same advertising or sourcing channels.

The best practice for creating a sustainable recruiting process is to identify the right mix of free, paid, and social recruiting channels that are relevant to all the job categories you’re looking to fill and use them as the primary recruitment channel for those types of jobs.

Tip: To help minimize recruiting costs, try leveraging free channels first and then if you still need additional candidates, augment it with some of the primary paid sources for those types of candidates.

Talent Nurturing

One of the biggest mistakes recruiters make is ignoring past candidates after a position is filled. This known talent pool can easily be qualified for existing or future positions your organization may have. So don’t start from scratch when trying to fill other jobs.

The best practice is to nurture your known talent. Modern marketers do this every day to fill sales funnels. The ATS funnel is no different. By keeping your known talent engaged via email or other campaigns, recruiters can freely market jobs to candidates who have shown interest in the past. This leads to faster and cheaper hires in the future.

Measuring Success

As modern recruiting systems have become more sophisticated, recruiters can process and analyze all sourcing and advertising channels if they’re on a single platform. The benefit is it provides recruiters with deep analytical insight into what’s working and what’s not. It’s important to know the right mix of recruiting channels that work for your organization’s positions. With that knowledge, recruiters can more effectively manage their recruiting costs and gain maximum ROI from their recruiting channels.

With an understanding of the primary recruiting channels that work best for your organization, perform A/B testing and measure other recruiting channels to see if it helps find additional candidates.

By repeating these steps, any recruiter can create a sustainable process for filling jobs across the entire organization. Don’t forget that technology can play an important role in automating many of these tasks. When looking for a modern recruiting system, be sure to look for one that provides multi-channel recruiting capabilities, recruitment marketing and in-depth analytics.

The following infographic provides a summary of the necessary steps to create a repeatable recruiting process.

Topics: Talemetry Today, candidate sourcing, talent management, Talent Trends, recruiting trends, Talent Networks & Sourcing, social recruiting, hr technology, recruiting, recruitment marketing, talent acquisition

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