Already a member?
Sign in
| Version | User | Scope of changes |
|---|---|---|
| Jun 5 2007, 3:58 PM EDT (current) | safarisolutions | |
| Jun 5 2007, 3:57 PM EDT | safarisolutions | 557 words added |
Changes
Key: Additions Deletions
Safari Solutions Newsletter April 2007, Volume #32
Finding the right talent has become increasingly difficult as baby boomers retire and fewer skilled candidates join the workforce. Combat the impending talent shortage by selecting sourcing tools aimed at your target candidate market.
Ann Clifford
Dos and Don'ts
Can you give preference to internal candidates over external candidates who apply to your job board ads?
See answer provided below.
Job Boards: Monster vs Niche
When job boards first emerged there were only a few industry giants. Now, the market has exploded with new players! With over 4,000 job boards, it is easy to get confused on where to spend your advertising dollars. Select the right tool for maximum results!
Do Newspapers Still Work?
Traditional sourcing strategies still work in the right circumstances. Here are few guidelines to follow:
Safari Interview Tip
Ask candidates how they first heard about your company. Be sure to learn what sources they used to research your company and what they learned from each. Use this information to fine-tune your advertising, career site, and other employment branding initiatives.
Safari Success Story
Congratulations to our clients Arxan Technologies, Polymer Technology Systems, and Single Source Systems for their recent MIRA Award nominations! We are proud to have played a part in hiring talent for their growing and successful organizations!
Did You Know
Your company career site is an excellent low cost sourcing tool to attract candidates! A recent study by ZoomInfo reports that 20.7% of external hires are made from candidates gathered through corporate websites!
Safari Quiz
What percent of the employment advertising market is made up of online employment sites?
Answer to Today's Dos and Don'ts
Can you give preference to internal candidates over external candidates who apply to your job board ads?
Absent a company policy stating that qualified internal candidates are considered first, the best practice is to consider all applicants, internal and external. Selecting the most qualified candidate who can best perform the functions of the position should be your primary goal. If you have two equally qualified candidates, one internal and one external, then choosing the internal candidate is a great way to show other employees that your company promotes from within.
(Source: Ann Fisher, HR Consultant, HR Alternative Consulting, Inc
Finding the right talent has become increasingly difficult as baby boomers retire and fewer skilled candidates join the workforce. Combat the impending talent shortage by selecting sourcing tools aimed at your target candidate market.
Ann Clifford
Dos and Don'ts
Can you give preference to internal candidates over external candidates who apply to your job board ads?
See answer provided below.
Job Boards: Monster vs Niche
When job boards first emerged there were only a few industry giants. Now, the market has exploded with new players! With over 4,000 job boards, it is easy to get confused on where to spend your advertising dollars. Select the right tool for maximum results!
General Job Boards: Monster and CareerBuilder remain the largest and most cost effective options for mainstream positions like administration, accounting, sales, and general management.(By Allison Witmeier, Safari Solutions, HR Consultant)
Niche Sites: A great tool for identifying hard to find talent. Requires some trial and error as the volume of applicants may be low, yet the quality of candidate is generally high.
Aggregators: Job boards like Indeed & Simply Hired pull job postings from other sites. Your company’s career site postings can be listed on them for free!
Do Newspapers Still Work?
Traditional sourcing strategies still work in the right circumstances. Here are few guidelines to follow:
Print Ads: Use newspaper advertising for rural areas and trade jobs. For part-time positions, community newspapers are an effective low cost print alternative.(By Janine Shockley, HR Consultant, Safari Solutions)
Social Networking: Employee referral programs and networking have reached a new level with the advent of sites such as MySpace, LinkedIn, and Jobster. Effective in attracting Y Generation candidates.
Job Fairs: Target specific skills, industry, or underrepresented groups through specialized job fairs. Advertise heavily to attract your intended market.
Safari Interview Tip
Ask candidates how they first heard about your company. Be sure to learn what sources they used to research your company and what they learned from each. Use this information to fine-tune your advertising, career site, and other employment branding initiatives.
Safari Success Story
Congratulations to our clients Arxan Technologies, Polymer Technology Systems, and Single Source Systems for their recent MIRA Award nominations! We are proud to have played a part in hiring talent for their growing and successful organizations!
Did You Know
Your company career site is an excellent low cost sourcing tool to attract candidates! A recent study by ZoomInfo reports that 20.7% of external hires are made from candidates gathered through corporate websites!
Safari Quiz
What percent of the employment advertising market is made up of online employment sites?
A. 10Click Here for the Answer.
B. 35
C. 22
D. 44
Answer to Today's Dos and Don'ts
Can you give preference to internal candidates over external candidates who apply to your job board ads?
Absent a company policy stating that qualified internal candidates are considered first, the best practice is to consider all applicants, internal and external. Selecting the most qualified candidate who can best perform the functions of the position should be your primary goal. If you have two equally qualified candidates, one internal and one external, then choosing the internal candidate is a great way to show other employees that your company promotes from within.
(Source: Ann Fisher, HR Consultant, HR Alternative Consulting, Inc
