By Amelia Zwecher
 Recruiters should host open houses, site tours and seminars to attract and evaluate qualified candidates. |
Matching up top talent with careers and fulfilling organizational needs is the leading goal of the talent-acquisition industry. Recruiters can easily get stuck in the same routines and methods of recruiting, and opportunities can be missed in a complacent state of mind. It’s a good idea to continuously reevaluate practices and strive to improve.
Here are some additional best practices to consider in an ever-changing job market:
1. Host open houses, site tours, seminars, and/or webinars about your company/openings/advice to applicants.
2. Create a pipeline:
- Consider former applicants who were qualified, such as second-place candidates who just didn’t make the cut, or former candidates who were unqualified but may be qualified several months later.
- Stay in touch with former employees who were in good standing (alumni). These individuals can be advocates for your company. Some alumni may be great resources for referrals.
- Recruit active candidates. An active candidate is actively looking for work. This does not necessarily mean unemployed, but it can. This group is looking for a new opportunity for a variety of reasons.
- Recruit passive candidates. A passive candidate is employed, but not currently looking for a new opportunity. Including the 15% of professionals who are tiptoers (active), this group accounts for 75% of the workforce.
3. Consider numerous different applicant tracking systems to assist your company with heightening the sourcing/recruiting/hiring processes. Applicant tracking systems are also effective with managing talent acquisition processes.
For more information, contact Amelia F. Zwecher, TAS, manager, career services, at ameliaz@sema.org.