7 of My Behind the Scenes Recruiting Tools You’ll Love

7 of My Behind the Scenes Recruiting Tools You'll LoveThere are so many great sourcing and recruiting tools out there, yet we tend to forget about some of the easiest and free tools available. Most of us get stuck in our comfortable, old ways and complain about how long everything takes. The problem with this is other organizations are using recruiting tools that make them faster, more efficient, and more effective. That means those organizations are hiring the best people while you continue to struggle.

That’s why I’m giving you a peek behind the curtain and sharing seven of my favorite recruiting tools. Promise me you’ll give at least one of them a try. Let’s get rolling.

1. Canned Responses from Gmail.

Communicating with potential candidates often requires sending the same or similar messages. This can be time-consuming and can also be a bit dangerous, like when you accidentally forget to change the candidate’s name (oops!). Using canned responses allows you to save an email and use it over and over again without needing to copy and paste it into a new message. This is a huge time saver especially when you are recruiting for multiple positions. This video is a great explanation of how to set up this tool.

Note: This tool only works if your organization is using Google’s G Suite.

2. Find Contact Information for Free.

This tip works especially well for technical candidates who often have their own websites. Simply type the candidate’s website URL into the Whois website. The results will show an email address, phone number and mailing address unless the website owner has paid to keep this information private.

3. Use #Hashtags to Search for Jobseekers.

Jobseekers also use social media to source career opportunities. Search some of these hashtags on Twitter, LinkedIn, and other social media platforms and see what comes up.

#JobSeeker

#Hireme

#SeekingOpportunities

#NeedAjob

#MBA

#internship

Combine these hashtags with job requirements and you will be amazed at how many candidates you find. Once you find them, reach out to them with a targeted, well-crafted message about your job openings and invite them to apply. Click here to learn how.

4. Use Meetups to Source Candidates.

Meetup.com is an excellent resource to do both market research and to source candidates. By looking for Meetup groups, you know what people are interested in and talking about. On the Meetup platform, you can find groups, view profiles of potential candidates, find events to attend to either meet people or learn something new. You can also participate in discussion boards and sponsor your own events. What better way to source candidates than as an “undercover” participant in their groups.

5. Timing is Everything.

According to a Dice survey, only 13.5 percent of job searches occur over the weekend. Surprisingly, 40 percent of job searches happen on Monday and Tuesday between the hours of 9:00 a.m. and 1:00 p.m. Because of that, Monday and Tuesday are the best days to post your openings on job boards. Monday and Tuesday are also the best days to contact candidates. Remember that old saying, “The early bird catches the worm.”? Get to work Monday morning feeding that hungry crowd your opportunities.

6. Understand How to Target Your Candidates.

Talented candidates are looking for career advancement. In a recent Gallup poll, 80 percent of Millennials indicated career growth was important, and 60 percent wanted to know about career development options during the recruiting process. This means as you are sourcing candidates, look for those who have been in their current role long enough to be ready for the next step. You can also do some research on how long a typical employee stays in their job. These statistics can help you focus your time and outreach on candidates who are more likely to be open to a new opportunity.

7. Watch Your Competitors.

In any industry, your competitors often have good and bad news. Their bad news could be a good time to target their top performers. For example, if there is a merger, it is likely some positions will be eliminated. Another often-overlooked event is your competitors’ career day or career open house. These are often publicized well in advance so reaching out to these potential candidates a few days or a week before these events occur can help you attract great candidates first.

Mastering the art of recruiting takes time and practice. Using these tools and techniques can help you identify the best talent available, customize your outreach, and connect with your potential employees at the right moment.

What questions do you have about the tools you need to hire great employees?

Click this link to schedule a complimentary Insight session. It’s an investment of 20 minutes of your time that will pay huge dividends.

Perhaps you haven’t gotten around to reading The YOLO Principle: The Ultimate Hiring Guide for Small Business yet.

You can purchase your copy here or on Amazon.com. You’ll get plenty of recruiting tools, templates, and step-by-step instructions to find and hire great employees.

 

Click here to subscribe