Do attend industry events: Instead of relying on social media to find talent, attend events where you can connect with potential candidates in person. For example, if you run a small software development company, attending an event like the Silicon Valley Code Camp could be a great way to find developers.
Do offer unique benefits: Offer perks and benefits that stand out from your competitors. For example, offer a $1,000 "no hard feelings" bonus to employees who leave the company after their first year.
Do use referrals: Encourage current employees to refer their friends and colleagues. For example, offer a $1,500 referral bonus to employees who refer a new hire.
Do prioritize culture fit: When interviewing candidates, prioritize cultural fit over technical skills. For example, prioritize culture fit over technical skills, even offering new hires a $3,000 bonus if they quit after their first week if they don't feel like the company is a good fit.
Do trust your gut: If you have a good feeling about a candidate, even if their resume isn't perfect, trust your instincts and give them a chance. For example, Google famously hired a candidate based solely on his impressive search history, even though he lacked formal qualifications.
Don't Do This:
Don't rely solely on job boards: Job boards can be oversaturated and attract many unqualified candidates. Instead, try more targeted recruitment strategies. For example, if you're looking for a graphic designer, reaching out to design schools or freelance communities may yield better results.
Don't overlook part-time or contract workers: Consider hiring part-time or contract workers to fill talent gaps. This can help you save money and find top talent without committing to a full-time employee. For example, if you need someone to handle customer support, hiring a part-time contractor who specializes in customer service could be a better option than hiring a full-time employee.
Don't neglect your employer brand: Even if you're not using social media to recruit, having a strong employer brand is still essential. Ensure your company's mission, values, and culture are communicated to potential candidates. For example, Patagonia, an outdoor clothing company, is known for its commitment to environmental activism and sustainability, which is a big draw for potential employees who share those values.
Don't be afraid to take risks: Sometimes, the best candidates don't have traditional backgrounds or qualifications. Take a chance on someone who has potential but doesn't fit the typical mold. For example, Home Depot's former CEO Frank Blake famously hired a former investment banker as the company's Chief Financial Officer, even though he had no retail experience.
Don't ignore passive candidates: Many top candidates aren't actively looking for jobs, but that doesn't mean they wouldn't be interested in the right opportunity. Consider reaching out to passive candidates and pitching them why your company would be a great fit. For example, if you're looking for a marketing manager, reaching out to someone who works in marketing at a related company could yield great results.