Candidate references are another great, untapped source. Many employment applications ask for references. These names usually are never reviewed after a candidate is interviewed and rejected. Consider calling these individuals to ask if they might know of potential candidates for a position you’re looking to fill.
Internal referrals: Another inexpensive and effective way to recruit new talent is to ask current employees for referrals. If you don’t have one already, consider setting up an employee referral program that pays employees for referring candidates who are hired. It’s a powerful incentive.
Always leverage this option before running an ad or hiring a headhunter. Companies find more quality employees through internal referrals than all other search methods combined. In a 2005 survey, strategic management and technology consulting firm Booze Allen Hamilton found that 19 percent of all new hires came through employee referrals.
Job postings: Many lower- and mid-level openings are filled through postings on online job boards. The upfront investment is low, and your return can be high depending on the position you’re trying to fill. For most “meat and potatoes” direct marketing jobs, such as e-commerce manager, marketing manager or copywriter, a well-written job posting is enough to lure prospects.
To qualify and winnow down the number of candidates, you can employ new technologies to prescreen, test and rank them long before an interview takes place.
Catalogers can use third-party software tools and Web-based services to scan through resumes using certain keywords or phrases. Monster.com’s SmartFind allows employers to use targeted keyword searching, and automates the collection and reporting of equal employment opportunity and affirmative action plan data to ensure a company is in federal compliance.
Unfortunately, online job postings are not effective at recruiting talent for analytics and e-commerce positions, which currently are in high demand.