The Big Five
Below are five methods to consider when looking for people to hire.
1) Job Postings
A common method to use is to write an advert of the job description and position you are looking to fill, and posting it online. In the South African market, there are many platforms that offer this service, some requiring a form of identity verification from the candidate:
Newspaper Classified Section
The newspaper is a daily source of information and news. The classifieds section provides recent adverts for jobs, and provides people looking for jobs. The upside of this is that classifieds have a restricted length – providing only the essential information. This can help with your search as you will not be reading through long job applications, but rather you will be reading to-the-point information. The newspaper is also regional, helping to minimise your search and also possibly request information to prevent advertising people with criminal records.
Social Advertising is when a business or a person advertises at places their target audience might visit. This could be at a supermarket, a gym, a coffee shop, a restaurant or by handing out flyers to parked cars or at intersections. Remember, the more “unprofessional” the advertising, the more likely you’ll get “unprofessional” candidates – don’t ruin your brand.
While many companies make use of these methods, there are other ways to aid you in the search for the perfect employee. You might be looking for a more reliable, personal way to find people to hire, while taking their identity and background into consideration in your selection process. The following systems might offer a more trustworthy approach.
These are reliable agencies who provide you with applicants they feel would best suit your company. In a nutshell, they sift through the CV’s, and most recruitment agencies meet with the applicants before to get a solid understanding of the work they want to be doing. This means that you will receive a specified, relevant list of CV’s.
Internal HR Division
The internal HR division of your company could have someone whose main focus is to source people to employ. This dedicated role would open the floor for thorough background and personal checks which includes the all-important verification of identity, before bringing that person in for an interview. This works well as if there is ever an internal issue, the HR department has background to all employees, which affords them a better understanding of people working at the business.
Keep CV’s that are sent in During the Year
Never destroy or discard a CV sent to you, even if the timing is wrong. If you find yourself in a situation where you need to replace someone immediately, you’ll already have a pile of interested candidates waiting to hear from you. You never know who you may find in that secret stash of CV’s.
3) Word Of Mouth
As in most areas of life, this is by far the most popular, and often, most reliable way companies find people to hire. If your trusted employee warns you against someone because he or she knows this person well, and understands that this person would be a terrible fit for the company, the chances are that you would most likely believe your employee above a reference this candidate has supplied you with. Word of mouth is extremely powerful. Through this one referral you may find various types of verification and prevent all sorts of headaches in the long run, if you decide to employ the candidate.
4) Social Media
Communities on Social Media
Social media offers the fastest way to connect. Forget about phone calls and house-visits – social media is the new way to connect. Get your company a Facebook and LinkedIn page. This will help keep you in the loop. People can easily find your business online, and understand who you are and what you offer. If you are looking for someone to hire, this is the fastest, easiest way to communicate that message. Post a Facebook post about the position and people will instantly start tagging friends they think are appropriate for the job. Alternatively, as mentioned above, LinkedIn offers you the platform to search for professionals, is a slight form of verifying an identity and you could directly email them. It really is a win-win.
Networking is crucial. While some people might feel nervous about the idea of chatting to strangers, and handing over business cards, this is one way for people to connect and make a lasting impression.
If you don’t want to network face-to-face, you can network online. There really is no excuse to shy away from connecting. And remember, just because this candidate wasn’t right for you, it doesn’t mean he or she is not right for your colleague’s department.
5. Specific Searching
Head hunting is the final stage in sourcing people to hire. It is a certain way of finding quality candidates for certain job functions that are based on a particular set of skills you admire. When you have a clear vision of the type of person you’re looking for, or better yet – if you know who that exact person is, and assuming your budget allows for it, head hunt them!
If you know of someone in the industry who would be incredible in your company, and who would take your company to the next level, go for it! Head hunting is not cheap. Often, when a company decides to ‘poach’ someone to come work for them, an attractive offer has to be made. Think about this before you pick up the phone and start schmoozing.
In order to ensure that the person you headhunt and hire is trustworthy, you can register with FraudCheck to run a background check on this person. This is something that should always be conducted, whenever a new employee is hired. Background checks give reassurance that the person in question has no criminal record, and that he or she is an upstanding citizen, who will cause no legal harm to your business.
Keep looking. It’s a process.
Search throughout the year.
Keep your options open and your eyes peeled. It can take candidates time to end a current contract, so if you spot someone you’re interested in, approach them and ask what their current situation is. They might be thinking about quitting their current job, and your interest might make them make a decision. If you know that you’re usually looking for certain positions to fill, keep looking for candidates throughout the year. It is better to be ahead of the hiring game, than to be chasing it because your rival company got to the candidates first.