Print advertising: Despite the growth of online career sites, there’s still a place for print ads. Help-wanted ads in highly targeted publications can, on occasion, produce pay dirt.
Third-party recruiters: Executive recruiters often are used as a last ditch effort when all other channels have failed. This is the most expensive option and can cost employers as much as 30 percent of a candidate’s annual salary. However, at any given time, most employees are happy in their jobs and not looking to leave, that is until they’re contacted by a recruiter offering a better opportunity.
Use at Least Two
The aforementioned methods are not mutually exclusive. To stay competitive, you should use a minimum of two of them. It’s also important that you develop a recruiting strategy to prepare yourself for future needs.
Today’s economic and social environment requires you to work harder and smarter than your competitors in the battle to attract and hire the direct marketing industry’s brightest stars.
Jerry Bernhart is president of Bernhart Associates Executive Search, an Owatonna, Minn.-based search firm that has been tracking direct marketing hiring activity in the United States for the past six years. He can be reached at (507) 451-4270 or via his Web site: www.bernhart.com.