Three ways to find the right employee

The job market is booming in Australia. Highly skilled professionals are in huge demand, driven by a candidate short market. While the current round of lockdowns has caused some headaches, it remains true that for talented individuals there’s a huge opportunity to take that next step in their career.

Given the market conditions, it can be argued that there’s never been a better time to look for a new role. However, that still leaves recruiters with the challenge of finding the right candidates.

Here are my top three tips for finding the right talent.

The world of recruitment technology (rec-tech) has become a highly competitive one, and ATS providers are constantly adjusting and improving their offerings, as well as building in additional tools and resources to provide extra value to their customers. In many cases, your ATS software will include a customer relationship management (CRM) system, which helps you organise your contacts in a way that best suits your individual recruitment process. A good ATS will also include highly sophisticated search technology that continuously sources and updates candidate data to help you find the ideal person for the job.

Understanding your talent pool is crucial here. There are many tools that say they keep your candidate pool up to date, but is that really true? At Recruit Wizard , we’ve been working with the iProfile technology platform for years. When used effectively, this tool can increase the number of active candidates in a recruiter’s database by up to 300 per cent. It provides recruiters with access to an enormous pool of candidates without even having to place an ad. It’s a proactive way to trawl through a database of potential applicants and reach the best individuals before they get snatched up by someone else.

You may not be a “numbers person”, but that doesn’t mean you can’t reap the rewards of data analytics. These days, most recruitment software will have data visualisation tools built into its technology. This allows you to see exactly how you’re tracking against your team’s or your own individual KPIs. Gaining full visibility of your working day, month or quarter will help motivate you to concentrate on what’s really important.

On an external level, these tools may demonstrate how many of your contacts are actively searching for work, what percentage have the right skills for the job and which candidates have already been assigned to their perfect role. Recruitment agencies who are still dedicating extra resources to rework data into reports , visual tools and actionable information are living in the past. In a quality ATS, this should come as standard.

All the technology in the world can’t compare to the power of a good referral. When an individual is willing to put their reputation on the line to toot the horn of a potential candidate, you’d better listen. Employee referral programs are one of the oldest and most effective ways to source high-quality candidates. Today, this process can be tracked through any good ATS. The referral system should be simple and straightforward for everyone involved and result in a suitable reward for the referee and a great new opportunity for the suggested prospect.

There are also other ways of leveraging employees’ relationships and professional networks to identify great candidates. One of them is incredibly pervasive in our personal lives but under-utilised in the world of recruitment – social media.

Social recruiting is becoming an integral part of the recruitment process, and a good ATS will automatically bring resumes to life by combining them with the information available in a candidate’s public social media profile, such as LinkedIn.

Recruiters and hiring managers can also use social media as a tool to advertise roles and source new prospects. The beauty of social media is that a message can reverberate and reach far beyond your immediate network when people interact with the post. Suddenly, your candidate pool becomes potentially infinite.

The job market is saturated with opportunities right now – the key is to use the tools you have at your disposal to find the right candidate for these roles.

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