The holidays are always a special time of the year. It’s a time to unwind, relax and reflect on the year that was. While the year is coming to a close, now is the best time to begin evaluating and implementing your recruitment strategy for 2019.
According to Monster, last year, the top job search day was January 4, with six out of the top 10 search days of 2017 occurring in January (the other four days were in February). It’s apparent that a lot of people equate a new year with a new career.
Here’s what you need to do to ensure your new year recruitment is off to the races come January 1, 2019.
Assess Your Vacant Positions and Incentivize Your Employees
While your organization may be winding down for the year, your job seekers are likely gearing up their search efforts. Starting the new year off right and filling your employment gaps may be of great importance, but it’s still critical that you find the right candidates for the right roles.
We mentioned in our previous article that even an $8 per hour employee can end up costing an organization approximately $3500 in turnover costs. If employees are not properly vetted and do not fit the culture of the company, this can create long-term toxic effects to your company.
One of the best, tried and true methods to find the right candidates is to ask for referrals from your existing employees. Share your open job posting with your current team members and ask them to share across their professional networks. Providing incentives such as monetary rewards after a successful probation period has passed encourages your employees to refer the best candidates for the job.
Another important tip is to refresh your job postings. If you have had a posting up for an extended period of time with an open-ended deadline, it can make your candidates second-guess whether or not you are still actively searching. Use this slow-down period to give your job postings a fresh set of eyes and add a more time sensitive date to encourage them to continue to apply over the holidays.
Assess Your Recruitment Marketing Efforts
You know that you are searching for new hires, but does the general public? Recruitment marketing is more than adding a link on the career page of your website. If you want to find the right candidates, they need to first know that you are looking for them.
Here are a few solutions to consider:
Expand Your Posting Beyond Your Immediate Network
From the employee referral plan mentioned above to online job boards such as LinkedIn, there are a variety of tactics to consider to get your posting outside of your immediate network. If you haven’t explored paid advertising for your positions, now may be the time. You know candidates are looking at this time of year, this could be a great opportunity to add exposure to your open positions.
Explore Passive Candidates
Recruitment has traditionally been focused on finding the candidates who are actively looking for employment, but there is a larger, untapped candidate pool known as the passive candidate who makes up a more significant size of the market. By definition, a passive candidate (passive job candidate) is someone who is being considered for a position but is not actively searching for a job. Here are some great tactics of finding these candidates.
Bring In The Experts
Finding talent, the right talent, requires digging much deeper than what traditional recruitment methods involve. At Intellidig, we identify, engage and attract the highest quality candidates through a very targeted and intricate Talent Acquisition approach, which provides you with a powerful competitive advantage.
To find out more about Intellidig’s proven methodology to finding and attracting top talent and our customized approach to talent analytics, request our whitepaper: How Research Makes Hiring Better or contact us directly for your free, no obligation quote.