How to find good employees

MATERIAL CONTENT

1. Growing in a team or hiring a "ready-made" person from the market
2. Marketing funnel for finding an employee
3. Materials for finding an employee
4. Ways to find a specialist for your company
5. Thematic communities
6. Graduates of relevant training courses of the schools
7. Platforms for job search
8. Linkedin social network
9. Facebook ads
10. Involvement of an HR contractor
11. Personal brand of the founder or the employer's company
12. Conclusions on the material
13. Tasks for self-control

1.1) GROWING AN EMPLOYEE FROM SCRATCH

Advantages of growing:

• a longer period of cooperation with a grown employee
• lower starting financial threshold for the candidate's salary
• no need to retrain the candidate to the company's technologies

Disadvantages of growing:

• finding a good candidate takes a lot of time
• the career progression expected by the employer may not happen
• a qualified mentor is required for high-quality onboarding

1.2) HIRING A "READY-MADE" PERSON

Advantages of hiring "from the market":

• a relatively quick process of finding a candidate
• the shortest way to supplement the team with the right personnel unit
• the candidate's past experience can open up something new for the company

Disadvantages of hiring "from the market":

• a candidate "from the market" always costs more, although it is realized faster
• higher starting financial threshold for the candidate's salary
• you need to retrain the candidate to the company's technologies

2) FUNNEL FOR FINDING AN EMPLOYEE

The methodology is designed to minimize the time spent until the candidate's qualifications are understood. The interview (the most time-consuming part) is scheduled only for those candidates who have completed the test task well

• placing advertisements or the vacancy itself
• contacting candidates in the messenger
• sending the full text of the resume to the candidates for their confirmation
• sending the test task
• checking the test task
• interview as the final stage

3) NECESSARY MATERIALS

Materials are calculated based on the requirements described in the previous slide:

• registering in the most popular messenger (which potential candidates definitely have), setting up a profile photo
• writing a detailed and clear description of your vacancy with an indication of the level of salary, as well as links to your company on the Internet (candidates will be especially grateful for this)
• preparing a test task that meets the needs of your vacancy and can be conveniently opened from the candidate's mobile device. Criteria for checking the test
• writing a script for a dialog with a candidate, indicating at what stages the full text of the job is sent, a test task where the candidate asks questions before completing the test task. Creating a google spreadsheet for analytics
• planning an interview scenario, as well as an onboarding scenario

4) WAYS TO FIND AN EMPLOYEE

We offer a variety of tools for you, from free and time-consuming to exclusively paid and fast, in terms of finding the right specialist:

• Topical communities
• Graduates of relevant training courses and schools
• Job search platforms
• Linkedin social network
• Targeted advertising
• Involvement of an HR contractor
• Personal brand of the founder or the employer's company

Let's take a closer look at each of these tools

5) THEMATIC COMMUNITIES

Use Facebook search to find groups in which people are looking for work, both without and with specialization

The advantage of this tool is that it is free to use, but the disadvantage is that it takes a lot of time to work with Facebook groups (searching for groups, posting jobs, responding to comments)

6) GRADUATES OF THEMATIC COURSES

This method consists of finding modern online universities or courses that consistently produce people with a basic level of training that is acceptable to you

Almost any university, school, or course wants to find a good job for its graduates and is ready to offer good candidates to potential employers, often doing so free of charge. Because graduates who have found jobs are cases of such educational institutions

The only peculiarity is that the employer may be required to undergo minimal verification, show the company's website, social networks, and the text of the vacancy to make sure that there are no risks for the educational institution from the potential employer

The advantage of this method is that it is free of charge and you can choose candidates. The disadvantage is verification, as well as the existence of a school or course that matches your vacancy

7) JOB SEARCH PLATFORMS

Perhaps the most common method of finding an employee. In every country, there are websites where employers post vacancies and candidates post resumes and respond to vacancies

On these platforms, you can post your job for free, but most likely it will not be seen by potential candidates, due to the high competition of employers

Paid tariffs for posting jobs (which increase the number of views), as well as the ability to purchase access to the resume database for the industry you need, will help you win the competition for the attention of candidates

The advantage of this tool is the volume of candidates or responses to your vacancy that you can receive in the shortest possible time. The downside is the quality of candidates (these services reflect the mass market), as well as the need for a budget per candidate

8) SOCIAL NETWORK LINKEDIN

Searching for an employee using Linkedin can be divided into two large blocks:

• Free. You create your personal profile as the owner of the company, turn on the "now hiring" status, post an actual vacancy on your profile. After that, you look for thematic pages where you can post a vacancy, search for the right specialists using Linkedin search, and compensate for the posts of professionals you are interested in. So you attract the attention of the candidates you need in any way you can. It's free, but it takes a lot of time. However, you can find good candidates this way
• Paid. You need to purchase a paid subscription to Linkedin, called "linkedin sales navigator", which significantly expands the ability to search for candidates by position, skills, experience, and so on. Then you will simply write to such people in private messages and offer them an interview

9) FACEBOOK ADS

It is an exclusively paid tool with no "buts". In addition to the advertising budget for broadcasting ads, it requires minimal effort to build a funnel. These can be lead forms, messages on Instagram direct, Facebook manager, Google forms, or an leads on your website. It is a very effective tool that allows you to segment candidates well, including the age, region of residence, gender, work experience, and so on

The advantage of this tool is its flexibility, even the ability to find candidates with any level of experience quite quickly, for a much lower budget than on job search platforms or Linkedin

The downside is the need for marketing skills. Or the additional expense of outsourcing this advertising campaign, which can negate the financial advantage of setting up advertising with your own hands

10) INVOLVEMENT OF AN HR CONTRACTOR

A tool that should be considered only when you have a special budget for the search for an employee and you want to delegate the entire process. From search to test task and interview

Theoretically, the result of the HR contractor's work is a candidate who best meets the needs of your vacancy. Sometimes the service of an HR contractor also includes the process of onboarding of a new person into the team

Medium-sized businesses can choose between using an HR contractor periodically or hiring them full-time. Large businesses most often have an HR department in the company that not only searches for and onboards specialists, but also ensures a healthy atmosphere in the team through care and communication between HR specialists and employees

The disadvantage of such a tool is the cost, the advantage is the reliability and consistency of solving the HR issue. A good HR uses all the tools from this presentation to find a specialist and is also an excellent communicator

11) PERSONAL OR BUSINESS BRAND

We won't talk about how to create a brand for the founder or organization. Just know that if it exists (first of all, we are talking about the number of "live" subscribers on social networks), it becomes much easier to solve recruiting problems

If the owner is a well-known and socially confirmed good leader, he or she will be constantly followed by people who would like to work in his or her organization. The same goes for the organization's brand. If you have it, one posting (on the owner's or company's pages) will be enough to get 100+ candidates within one hour

From my own experience, with a total audience of 25 000 readers (on the social media of our marketing agency), I received about 40-50 candidates within 30 minutes after posting a job

The advantage of this tool is its exclusivity. By offering a job through a personal brand, you will get the most loyal people you could ever wish for. The downside is the fact that building a brand is an expensive and time-consuming process

12) CONCLUSIONS ON THE MATERIAL

Using modern tools, the issue of finding good employees is solved quite quickly. You just need to choose the way that meets your financial and time limits

It is a good idea to record the results of the work of employees found in one way or another. In the future, this will allow you to optimize the employee search process

13) TASKS FOR SELF-CONTROL

1. Create a clear and engaging job description (be sure to include company contacts and salary range)
2. Choose tools for finding an employee that match your vacancy
3. Formulate a marketing funnel to find an employee
4. Prepare all consumables for the selected funnel and search tools

I wish you to quickly find exactly the employees your organization needs now

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