How to Receive a Sufficient Pool of Qualified Candidates to Interview to Fill All Open Positions

Begin your search for new talent by approaching people who are already familiar with the organization.

Whether you're a professional recruiter or trying to round up prospective employees for your own organization, you can create a pool of qualified job candidates by using resources that are both internal and external to the organization. The most efficient way to start is to take an "inside-out" approach to recruitment, beginning with a network of people already familiar with the organization.

Instructions

Creating a Pool of Qualified Candidates

1. 

   Tap your inner pool of preexisting contacts to help find new recruits.

   Notify internal contacts, including employees, volunteers, board members and business partners, that your organization is hiring. These contacts have a preexisting knowledge of how your organization operates and are more likely to be, or to know of, qualified candidates. Spread the word that you're hiring by posting a message on the company server, in the newsletter, in your annual holiday letter and at your annual general meeting. This inner circle of the organization will also appreciate getting the heads-up before the public on the upcoming recruitment.

2. 

   Many recruiters engage in social networking to find prospective candidates.

   Update your status on social networking sites. A simple click of a button on sites such as Facebook, Plaxo, LinkedIn and Twitter notifies an individual or organization's contacts that it is planning to hire. Include a note to your contacts to "feel free to pass on the message to other qualified candidates," which can multiply your pool of potential recruits exponentially.

3. 

   Job fairs and career expos are a way to meet potential recruits.

   Ensure your organization has a presence at local job fairs (or remote job fairs, if you plan to help hires relocate). As job fairs and career expos become increasingly competitive, maintain a compelling booth complete with friendly, informative attendants and plenty of dynamic materials to hand out to prospective recruits.

4. 

   Invest in an ad on a major job search site.

   Place ads on a few select job search sites. Instead of placing ads for no charge on obscure sites with very little traffic, invest in a job ad on one or two major job search sites. If the site charges per word, post a synopsis of the positions you're looking to fill along with a link to the company's website for more information.

References

• Inc.com: Turn Social Networks into Your Recruiter
• Business Wek: Tempt Talent with Creative Recruiting