3 Steps to Finding Quality Employees

When the time comes to grow your organization, sourcing the perfect candidate is the most critical part of the recruiting process.

Think garbage in, garbage out. What role does sourcing play to recruiting? Sourcing is like marketing and the overall recruiting process like the sales pipeline. The sourcing process is all about marketing to active and inactive candidates.

Sourcing can be very difficult, especially if you are casting a wide net and waiting for a nibble from a few job seekers.

A majority of potential candidates– the people you want– aren’t even actively search for a job. So, to avoid letting a majority of potentials candidates slip through your radar, you need to aggressively seek and go after ideal candidates.

How to build a process for your sourcing funnel

When building a sourcing funnel, you want a lot of inputs to narrow to the ideal fit at the other end of the funnel. Often networking can be underutilized. Networking is viewed as a way to generate more leads for sales. It’s also a great opportunity to connect with inactive candidates. When networking and talking with your sphere, you can use a specific need to plant the seed. “Who do you know that will fit with X, Y, and Z?” rather than asking if they know someone in sales. Be specific.

Groups – Be proactive outside of job boards, think facebook groups, and industry/role specific forums. You can also leverage industry or trade shows. Pay for employees to participate in and network in industry groups, conferences, and trade shows. Periodically, create master lists of industry leaders and other potential employees from customers, colleagues, coworkers, and friends.

Internal referrals – Good people know good people. Clearly communicate who you plan to target in the near term and future so your team will have an active hand in helping you source for the company.

Subcontractors – You can view subcontractors as a way to test drive a potential candidate, even if you have to pay a referral fee. Temp to permanent is a great way to see if that individual fits your organization. Additionally, they may know additional prospects in their network.

Job Descriptions – Writing a strong job description. Add the vision and the excitement for growth opportunities within the organization. It can be really telling when you read a think job description. Remember, the job description is your marketing effort for prospects. The same effort going into your company marketing copy should go into job descriptions. Don’t forget to also look at how your competition is advertising their open roles.

Publicity – Don’t forget your company’s reputation. The publicity and reputation your organization receives in the news media, in print, on television, on the radio and online is tremendously important for recruiting.

Develop a plan for contacting the ideal people you find through these and other channels systematically and regularly. Use it as an opportunity to always be qualifying new recruits. You can also use the WIIFM statement, or “What’s In It For Me? If you can answer this question for your recruits, you can build a compelling case for why they should join you.

Building Your Funnel

Now that you have some channel ideas and tactics, how can you establish a funnel?

  1. Start by creating a recruiting plan just like you would a sales plan: This includes breaking down metrics from names to application to interview to hired…over time you will figure out your own conversion ratios and you will be able to plan your recruiting needs.
  2. Spread the word through multiple avenues: First, make a well-written job description that challenges and sells the role…then get it out there through multiple avenues, not just one (PICK AT LEAST 3-5) job board examples: craigslist, indeed, monster, linked, Facebook. And be sure to utilize the channels listed above. Treat recruiting like you are advertising for revenue.
  3. Have specific attributes preselected for each individual position: Before you call candidates, read their resumes, or interview them take the time to think through who is the perfect candidate and what are the top 3-5 attributes that they must have to qualify for this role. From there create a scoring system of 1-5 (3 being average) and know what they must score for each attribute in your eyes for them to move on. Don’t ever waiver from your scores, if you scored them below you mandatory attribute requirement, then move on to the other candidates.

One last word of advice, plan to follow up on every lead. You never know where the conversation will lead.

For more resources on hiring the perfect employee, check out our complimentary Candidate Selection Tool.