Use Data to Inform Recruiting Sources
What are recruiting sources?
Recruiting sources are divided into internal and external sources. Internal sources include but are not limited to employees’ ability to refer candidates, an internal career path for employees to advance or transfer to higher-paying positions within the organization, a database of previous applicants interested in working at an organization, and apprenticeships that allow businesses to grow their talent. An advantage of filling positions within the organization is that you already have a relationship with the employee. You know his/her strengths and weaknesses. The benefit of using internal sources is employee engagement and loyalty that leads to increased productivity as well as less cost to replace employees.
External sources include but are not limited to placement agencies; job fairs; trade schools, colleges, and universities; professional organizations; media sources, technology tools, and labor unions. A major benefit of using external sources is fresh talent and a wider scope of candidates. Also, if you are growing the company, it is helpful to add employees.
How do I know which sources to use?
The first step is to define your business goals. It is important to know what you are trying to achieve. For example, are you trying to increase sales, operations, grow the company, or become more diverse? Answers to these questions help drive your decisions to hire employees.
The next step is to take an organizational survey that will measure your current culture using a framework of 12 archetypes, originally developed by Carl G. Jung, a psychotherapist. The results of the survey will help you define your needs in hiring employees. Based on those needs, you can select the best recruiting sources to hire the best talent.