You've Exhausted Your Existing Candidate Pools. Try One of These New Sources Instead:

You've Exhausted Your Existing Candidate Pools. Try One of These New Sources Instead:
From Recruiter - March 13, 2017

The success of an organization begins with the hiring process. Without quality talent, a company is dead in the water.

However, talent acquisition is rarely easy. The 2016-2017 Talent Shortage Survey from ManpowerGroup found that 40 percent of employers worldwide are having trouble filling vacant positions. Worse, no one seems to be doing anything about it. The same survey found that only 36 percent of companies are attempting to tap into new candidate pools.

If you want to find more quality employees, you need to venture out of your recruiting comfort zone. Turning to the same talent pipelines over and over will only give you the same type of candidates every time, making it unlikely that youll find what youre looking for.

Its time to get creative and find new candidate pools. Here are four untapped sources to try recruiting from:

1. Graduates on a Gap Year

Universities are tried-and-true recruiting targets. However, employers seem to assume everyone with a college degree goes straight from the classroom to the workforce. In reality, a 2016 survey from Hostelworld found that 25.93 percent of adults take a gap year at some point. Of those, 59.85 percent take that break right after college. When those people are ready to start their careers, they make up a quality candidate pool that employers often ignore.

Graduates who take a gap year have the same education qualifications as those who are recruited straight out of college, but they also offer valuable skills that set them apart. Many people spend their gap years traveling, where they learn how to communicate and interact with a wide variety of people. Those skills are in high demand with employers.

The question is, how do you attract these types of candidates? One option is to research websites and blogs that those on gap years frequent. Look for content and forums about entering the workforce after a gap year and share information about your company to get on these candidates radars. You can use these sites to begin researching potential candidates and to reach out to those who prove worthwhile.

2. Customers

Customer and client bases are great places to find loyal employees. These are people who already believe in and support the company, so its not a difficult transition to become an employee. In fact, the 2016 Global Talent Trends report from LinkedIn found that 66 percent of employees who took a new job already knew about the company before they heard about the open position.

In order to recruit from this candidate pool, you need to focus on the relationship that is already in place and build upon it. You probably already have an established way to contact these potential employees, whether its an email list orvia Twitter. Use those avenues to share employment opportunities.


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