Sourcing candidates

 

Once you create a position description, the next step is to source candidates. Trying to find the best candidate for a position may require considerable effort. When developing a pool of qualified candidates, consider all available resources. Evaluate the potential advantages and disadvantages of each option as they relate to your specific requirements. It is usually prudent to involve multiple sources, especially in an industry when there is a lack of (or fierce competition for) highly educated, skilled and/or trained prospects.

Internal candidates

Sourcing from within the organization enables you to develop current employees and retain knowledge. It also fosters positive morale and good employee relations. The employee can act as a resource and provide ongoing training to their replacement.

Company website

Most companies already have a website, as it is an effective marketing tool. Adding a career section to your website provides potential candidates with information on vacancies, as well as a glimpse into your corporate culture.

Unsolicited resumés

People often target companies for which they want to work, so they usually understand the types of positions that are available.

Referrals

People usually refer individuals they are confident can do the job and will fit within your corporate culture. Employees, friends and business contacts/networks are good sources of referrals. Make sure that the people making the referrals know the skills and competencies you seek. Consider using a reward program to compensate employees who make successful referrals (i.e., the referred candidate is hired).

Internet

The Internet is very effective for sourcing candidates, as many people perform career searches online. Some career sites charge to post vacancies (e.g., Workopolis, Monster); they may also offer discounts for multiple postings. Industry-specific career sites enable you to target your postings. There are also many free sites that may be worth investigating (e.g., Craigslist).

Newspapers

Newspaper classifieds provide a traditional method of searching for employment opportunities. Local newspapers are inexpensive and more appropriate for junior positions or targeted communities. National newspapers can be expensive but offer a wider reach, which is important for more senior roles and/or specific skills. Some newspapers specialize in specific industries and positions.

Industry or professional associations

Industry associations are good sources for qualified candidates and positions that require professional designations. There is usually very little cost to post a vacancy.

Search firms

Search firms—also known as executive recruiters or headhunters—can be a valuable source of candidates, particularly for hard-to-fill positions. There are many reputable and specialized firms; do your due diligence and check their references first. Search firms can be expensive, but they can also save time and eliminate the need to advertise, screen candidates and conduct preliminary interviews. They also generally offer a guarantee period for placements. There are two types of searches—contingency searches (paying a fee when you hire a presented candidate) and retainer searches (hiring the firm to conduct the search).

Note: Be clear on the activities that the search firm undertakes on your behalf. This is important in terms of:

• Defining what constitutes a bona fide referral
• Controlling how broadly it is advertised that you seek to fill a position
• How comfortable you are having the firm induce candidates to leave a current position to work with your company (which can add to your notice and severance obligations if you ever have to dismiss that person) 

Temporary agencies

Temporary agencies are useful for immediate openings and short-term work.

Campus recruitment and/or co-op students

Recruiting potential employees through colleges and universities enables you to target appropriate disciplines and attract qualified applicants for entry-level positions or short-term assignments.

 

References

Butteriss, M. (1999).Help Wanted: The Complete Guide to Human Resources for Canadian Entrepreneurs. Toronto: John Wiley& Sons.

Tags: recruiting