Six Easy Search Tips to Get
Cream of CropAn independent recruiter, recruiting agency or executive search firm is charged with tracking down excellent potential candidates for available job positions. Despite fact that there are innumerable people seeking positions of employment in 21st century, it often seems to a typical recruiting agency that qualified men and women are few and far between.
Here are six easy tips that recruiting services, staffing firms, or executive search firms should keep in mind when on hunt for outstanding potential job candidates in 21st century.
These tips are equally applicable to companies undertaking their own search without help of recruiting agency services. Indeed, headaches associated with finding qualified personnel is magnified for a company undertaking its own recruitment efforts.
1. Post an Ad on an Industry-specific Job Board. Oftentimes, a recruiter will take a scattershot approach to finding candidates that are worthy of consideration for an available position. They broadcast far and wide fact that a certain position is open and available, in big city newspapers and on major Internet job boards.
If a recruiting agency were more thoughtful about its recruitment efforts, it would realize benefits of positing an announcement of an available position on an industry-specific Internet job board. By posting in a selective and admittedly limited manner, recruiters and staffing firms would be reaching out precisely to pool of people most likely to be qualified for an open position.
One excellent tool for finding industry-specific job boards can be accessed at The Online Recruiters Directory Job Board Directory.
2. Use Recruiters that Specialize in a Given Field. As with advertising, choosing an effective recruiter might be just a matter of targeting, particularly for a managerial or executive position. These positions can be very hard for in-house personnel directors and human resource managers. While these people do have responsibility for hiring, search for a new employee with skills beyond norm for their company can best be targeted by a professional executive head hunter.
The same can be said for specialized fields, such as accounting or information systems. In-house human resources staff might know all about pharmaceutical skill-sets required for a multitude of research and administration positions, but they might rarely have to deal with hiring staff to track money or to keep computers functioning. That's when recruiting agency services specializing in IT or in accounting can come in handy.
