What’s Your Job Distribution Strategy? - Part Two
Have a Plan
Well-written job ads have a lot of power, but that power can be diminished if the ads aren’t distributed effectively. Last week, BirdDogHR kicked off the two-part series on job distribution with tips for identifying an ideal candidate and embracing diversity as part of a strong strategy. This week we’re wrapping up with two more elements: proactivity and creativity in order to get the largest pool of qualified applicants for open positions at your organization.
Be Proactive
Plan to hire before you’re in desperate need of people. If hiring managers wait until the busy season hits to even consider adding talent to the team, it’s far too late. Be sure to hire a few months in advance to make sure that the hire is able to be fully trained and acclimated to the company culture before the busiest time of year hits. Time plays a huge factor in the quality of hire managers make. If they feel rushed, they are more likely to panic hire or feel like they’re unable to find anyone at all. By planning to hire a few months in advance, managers can cast a wider net and find more qualified applicants, giving them the resources they need to find the best fit for the company.
If you see the potential for openings to come up, either through internal promotion or restructuring, start writing the job descriptions and thinking about the distribution channels before the changes occur. This way, you’ll be ready to start the candidate search as soon as possible, minimizing the time spent with an understaffed company. This will, in turn, mitigate the risks associated with understaffing, such as safety concerns, scheduling issues, and more.
Think Outside the Job Board
Traditional job boards are definitely a resource for hiring managers, but the candidate search doesn’t stop there. Never discount the value of social media when it comes to finding your ideal candidate. Many job hunters admit that they check out a company’s social media before deciding whether or not to even look at jobs within the organization, so posting job openings on social media could definitely be beneficial to your candidate search. Hiring managers also have the added bonus of candidates already being exposed to their company’s employer brand.
Word of mouth is another underrated source of candidates. Recommendations from existing employees are an invaluable source of applicants because employees understand what day-to-day duties can look like and know who will be a good fit for the company culture. Some companies offer rewards for employee recommendations for open positions and have found the practice beneficial.
While there is no one-size-fits-all approach to job distribution, it’s important to note these three practices in order to capitalize on the potential to find outstanding candidates for open positions within your company. By engaging in high quality job distribution, hiring managers can save their companies time and money by finding the best possible candidate in the most efficient way possible.
With your job distribution strategy in place, make sure that you are directing all of your job distribution efforts back to your company career page so it’s easy for candidates to apply. Having that page on your site will centralize all of your hard work of getting your job ads in front of top candidates.
The BirdDogHR ATS system has the fastest one-click job distribution. No other ATS in the market today offers integrated job distribution for unlimited users without the burden and cost of a third party. Schedule a demo today to learn more.
