How Digital Can Maximize Recruitment in Your Target U.S. Market

September 19, 2015

in Staff + Space

Authored by Zubin Mowlavi

Sponsored by Sage X3

How Digital Can Maximize Recruitment in Your Target U.S. Market

Once upon a time, finding local talent for expansion was a challenge. Often, regions didn’t have enough of the skilled labor companies needed. And if there was ample labor, established companies in the area—ones familiar with talent pools, educational institutions and the like—walked away with the lion’s share of skilled candidates, thanks to deeper pockets, more established reputations, etc.

Thankfully, digital resources have narrowed this gap considerably, because recruiting is now a near-automated process that allows small to mid-sized companies to compete for the best talent available, regardless of region or local culture.

Here are three ways to ensure you maximize your staffing throughout your company’s new U.S. market.   

  1. Cast a wider (inter)net

Today’s job hunters can’t imagine applying for jobs the “old fashioned” way. And maybe it’s for the best. Because honestly, how well can you really gauge a talent set at crowded career fairs and phone screens?

Automation is key. One proven tactic is using an applicant-tracking system to advertise vacancies on multiple channels, then screen, score, and sort résumés based on job requirements and descriptions.

Just a few years ago, these systems cost thousands and thousands of dollars. The cost has come way, way down, however, so that now even micro-businesses can utilize these technologies.

Today, companies can learn more about a candidate through one online application than they could through three rounds of traditional interviews. Thanks to automated forms, screening questions, document attachments, and meticulous keyword filters, you can narrow your search as quickly as you launch it, and engage candidates in near-real time.

To compete in the U.S. staffing space, companies must use all available job boards and search engines, with both national and regional posts, alongside social media to reach the right candidates. This seems daunting, until you realize that your talent pool can come from anywhere – not just areas convenient to a job fair.  

If your company can accommodate virtual/remote employment, then your recruitment can span the entire United States, allowing you to hire the best talent, not the best talent available within commuting distance.

That’s not to say face-to-face interaction isn’t important. But with digital recruitment, you can quickly narrow your target candidates, heavily reducing the time it used to take to build a short list of talent. Instead, you can spend more time and resources on candidates that meet your company needs, inviting them to meet in person.

  1. Look Beyond the Résumé

Though they often help you establish a baseline for talent recruitment, résumés alone don’t provide a reliable way to assess candidates. Degrees, designations, and job titles are fine and good, but rarely indicate a candidate’s actual skills.

(Let’s face it, most 19-year olds who call themselves “CEO” aren’t exactly boardroom-worthy, even if they are employing Grandma and two neighbors.)

The expedited nature of recruitment technology allows for pre-employment testing in just about all skill sets. Whether you’re seeking web architects or copywriters, having a platform to test skills in a relevant environment, on related subject matter, will rapidly narrow your search, weeding the big talkers from actual performers.

You might just find the “diamonds in the rough” who may not have an extensive employment history but have the skills you need.

  1. Don’t Stop Recruiting … Ever

One of the biggest mistakes small employers make is treating hiring like a project that has a beginning and an end, Jansen says. Although you might have only one open position, you should continue engaging potential hires long after the job is filled.

By having candidates join a mailing list, you can keep them informed of new opportunities through regular sends, and maintain a level of engagement. Before long, if you see the same names applying for similar roles, you may have found someone who has the skills and desire to be a part of your growing company.

Likewise, Google Hangouts or LinkedIn networking events can help establish and maintain connections with interested talent for when your company grows further stateside.

Most importantly, your website needs to represent your company as a whole. Though most sites are customer-focused, U.S. candidates resonate with their companies on more personal levels. They want to be a part of something “bigger” than just a product, and want to wear their job titles as badges of honor.

By ensuring your U.S. web presence is focused on the people, as well as the product, you’ll not only resonate more with customers, but also with the right types of employees for your culture.

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