Most hiring managers wonder where to start when they have a new or existing position to fill. The rules are changing in the employment world and it pays in both time and money to have a strategy. Here are some thoughts. wire one walmart

The number one source for top candidates is personal referral. Anyone who has been in a job search has heard that networking counts. It particularly counts if you’re the employer. Before spending money on expensive advertising likely to get you lots of leads but not necessarily good ones, try these techniques.

  • Consider existing employees. Promotion from within is always a motivation factor. Good performers should be rewarded with higher level positions. Just don’t compromise. Perform the same rigorous process for recruiting internally as externally. In fact, you might pursue both routes at the same time and compare the talents. Creating a competition makes the winner feel even stronger pride in their new position.
  • Ask existing employees. A current employee will rarely recommend a deadbeat to work side-by-side with them. People are just naturally focused on quality and will avoid telling you about people they know will not perform.
  • Implement a referral bonus program. Think about how much it costs you to use a recruiting firm or even to advertise a position in the newspaper. Given these high costs which may range up to 30% of salary, paying a few hundred or even a few thousand dollars for an employee referral is cheap at the price. Even if it’s not a lot of money, a referral program will make it very obvious to your employees that you value their input. It also brings awareness to your recruiting effort that might be difficult to promote otherwise.
  • E-mail everyone on your mailing list who might know someone and tell them you are looking. Particularly survey your board of directors, trustees, consultants to your business and sales representatives who call on you regularly. Often they know people who are out looking and have been networking with them.
  • Check professional associations – Some may have free job boards, some may allow broadcast e-mails to go out to members. Others could have chat groups. Professional associations often certify members at different levels which gives you some additional sense of qualification.
  • Tell your friends and neighbors. Cocktail party conversation has uncovered many a good candidate from a surprising source. Keep an open mind.

55% of HR pros rate networking/word of mouth as the best way to recruit high quality candidates who stay with you the longest. 2008 research done by ERE.net, an organization and website for employee recruiting, indicates that networking sources are getting even stronger despite the proliferation of on-line job boards and networking websites.

After you’ve exhausted your networking referrals, then start the advertising route. According to Career Xroads, the top three job boards, Monster, Hot Jobs and Career Builder account for nearly 25% of all internet job search placements. In recent years, however, these three sources have become increasingly known for providing volumes of candidates but not necessarily good ones. Be sure to consider all the advertising options they offer (i.e. regional placements only) to narrow down the field.