Finding employees is often a dry task that is becoming more and more complicated. Every year, companies have more trouble finding the right employees for their needs. However, as challenging as it may be, finding the right remote employees is not impossible. Ann Marie Puig, a successful entrepreneur and philanthropist from Costa Rica, discusses some effective formulas to find employees using the Internet.
You can ask your current employees to tell you who they think were the best workers in their previous company. Once you have a small list, you can search for them on LinkedIn and use advanced search to find candidates with a similar background.
In addition, create better ads that appeal to talent. Explains Puig, “Often, the first problem when finding workers is that we simply misword the ad with the job proposal. It’s important that your ad has an attractive headline, add some emotiveness to the introductory text of the offer, and explain something about your business at the beginning of your ad.”
Do not limit yourself to a typical and generic template, and adjust it as specifically as you can to the position you are requesting. Something that speaks directly about what you are looking for, whether it be a receptionist, a salesperson or an IT manager. Don’t overdo it with the requirements, though; it’s better to request three key skills than to write an endless list.
Make it very clear where your company is, as it’s not uncommon to get answers from people who are physically far away. It’s also important to explain what the selection process is going to be like so that the candidate is clear about what’s going to happen next. In short, write the job offer thinking it’s an ad that has to attract the right candidates and reject those you’re not interested in.
Many times, hiring managers overlook that our future employees can be found within our own customers or in our audience. Therefore, use email marketing and send some emails to your subscriber list announcing the vacancy and explaining a little what the requirements are. Many may even forward the email to their friends and acquaintances.
Using social media to find employees is not unique to large companies and professional recruiters. You can post your job offer on your business page on Facebook and create an ad that’s targeted at the audience you’re interested in. “People may not be actively looking for a job on Facebook, but, if someone looking for work sees your ad, they’ll contact you or even share the post,” explains Puig.
A very typical mistake is to copy and paste the ad and publish it to all the online job search platforms you find. That, besides being a mistake, will also be a waste of money. It’s much more effective for you to search for platforms that are most related to the type of offer you’re publishing.
As in the case of email marketing, we sometimes forget that we already have a good platform to publish, our website. Your website should be the first place you post your job offers; you can even create a specific section for these topics. Anyone who visits your website can be a potential candidate. The problem is, if you don’t post your job offers on your website, you’ll never know.
Using the Internet is important for finding employees for several reasons. With the Internet, there are no geographical boundaries, so our job offer can be read from anywhere in the world and as many people as we like can apply. But we will also establish this segmentation in terms of the professional sector, being able to specify the type of employee we are looking for and the minimum requirements that it must meet.
What unemployed people don’t use the Internet today to look for work? Therefore, companies that want to fill a vacancy should resort to the medium that is currently most used for this task. Your offer will reach more people than if you use a more traditional method such as an ad in the newspaper or by posting it on the Employment Office bulletin board.
Obviously, the main reason why everyone looking for jobs uses the Internet is precisely because of the speed of seeing the offers and the low cost that this entails. Hence companies can also save money in the selection process over the Internet, as HR staff will only meet with those who have passed ‘the filter’ of minimum requirements for the position.
In the past, a company was running its ad locally and candidates signed up for offers without the players knowing more about their professional profile. Now, it’s the company that observes, analyzes, discards, or chooses and quotes faster and more accurately the person who will move on to the final interview.
