Employers today are faced with a candidate’s market. In June, New Jersey’s unemployment rate was 4.4 percent – a 10-year low. Candidates are receiving multiple offers, and the ball, as they say, is often in their court. Under these circumstances, it is important to leverage all opportunities to recruit candidates in the hope of finding someone with the skill sets you need and the salary expectations you can provide.
You should do more than post your opening on an online job site. You may find a solid candidate this way, but there are no guarantees and it can get expensive.
Here are five other strategies:
Implement a reward program for employee referrals: This may seem simple, but are you doing it? Many employers are not taking advantage of simply asking their own employees for candidates they know that may be a good fit. Some companies are rewarding their employees when they recommend great people.
Publicize job openings on your company website and on social media: So many employers don’t have career sections on their websites. Do it. At the same time, use sites like LinkedIn, Facebook, Twitter, Instagram, Snapchat, and YouTube to get your message out. Be authentic and get your story out there to build your brand and spark interest in your company. Don’t know how to do it? Hire an intern or a social media company to help.
Tap into alumni associations and trade schools: If the college or trade school you attended has a strong alumni network, take advantage of it and advertise your openings with them. Consider tapping into the alumni associations of your key employees. Engage with associations and schools that train people either in your profession or in your geographic area.
Work with community organizations: There are many local, community-based organizations that provide employee referrals. These can include the NJ Department of Labor and Workforce Development (https://nj.gov/labor/) and veterans organizations.
Recruit the References: While conducting a reference on a prospective employee, ask the person who is providing the reference whether they know other people would make good candidates? If your company has more senior roles open, you can ask the reference if that role might be right for them or someone they know. Use references as another resource to gather names, make connections and find candidates. Always be recruiting.
Nick Malefyt is managing director of Lorelei Staffing, a certified woman-owned/certified small business that has provided continuous recruiting and staffing solutions in New Jersey for 35 years. He can be reached at This email address is being protected from spambots. You need JavaScript enabled to view it.
