11 strategies to find employees

Consider these 11 strategies for finding good employees.

1. Review resumes frequently

Reviewing resumes frequently helps keep the hiring process efficient and responsive. By consistently checking resumes, you can quickly identify strong candidates, stay organized and avoid delays in reaching out to potential hires.

This approach ensures top applicants aren’t overlooked and helps streamline decision-making. Frequent reviews should be structured and organized, using tools like applicant tracking systems (ATS) to manage high volumes and ensure thorough assessments without feeling rushed or overwhelmed.

Consider setting up a Resume Alert so you’re notified about job seekers who match your criteria.

2. Look internally

Consider whether current employees may be good matches for your open positions. You’re likely already familiar with this employee’s strengths and experience, and because they know the organization, they may require less training than a new hire.

Finding employees internally can also help reduce employee turnover.

3. Use social media

Looking for employees on social media can give you access to a broad professional network. If you plan to use these channels to share your job postings, consider these social recruiting tips:

• Encourage sharing: Ask viewers to share the job posting with their networks to reach more candidates.
• Promote company culture: Include photos and videos that highlight your company culture to help generate excitement about the organization.
• Provide contact information: Consider including an email so job seekers can ask questions before applying.

4. Help employees become brand ambassadors

When employees love their workplace, they typically become advocates. They may share their positive experience with friends, family and professional networks. You might create a voluntary brand ambassador program where employees can represent your company at events and earn special rewards.

Consider pairing this with an employee referral program that rewards workers who help you find future employees. Rewards can range from a gift card to a small bonus. Incentivizing employees and teaching them how to find workers in their professional spheres can expand your company’s reach.

5. Maximize your job postings visibility

Here’s how you might attract quality candidates by making job postings more noticeable:

• Write a compelling job description: Include a concise list of the required hard and soft skills, core responsibilities and the top benefits and perks of the role.
• Use specific job titles: Specific job titles are more likely to attract candidates with relevant skills and expertise.
• Be thorough: Including a location, experience level, salary estimate and other information can help listings appear in filtered results.
• Opt for Sponsored Jobs: A Sponsored Job on Indeed has better visibility than free job postings.

6. Use job boards to find employees

Another way to find employees is to post on multiple job boards. Job boards, like Indeed, typically feature listings submitted by employers and recruiters and are often specialized by industry, job or career type. By posting your listing on multiple job boards, you can potentially increase your outreach.

Make sure your job board posts are accurate, up-to-date and well-written before distributing to maximize your reach.

7. Build a candidate database

If you receive a resume from a quality candidate who isn’t well-suited for your open position, you can reserve the applications for other openings at a later date.

Consider storing this data in a candidate database, where you can attach keywords to each candidate’s resume to catalog relevant skills or qualifications.

8. Include details about your benefits and perks

Consider listing benefits on your company page and sharing this information in job postings. Job perks may include competitive pay, flexible hours, generous paid time off, remote work opportunities, 401k matching, free meals or on-site yoga classes. Job seekers are generally interested in these details and may be more motivated to apply.

9. Post help wanted signs

Depending on the role you’re hiring for, a help-wanted ad can increase your chances of attracting candidates to your business. You can post a sign outside your business or on job bulletin boards. Include a phone number or a contact form for job seekers to follow up on the opportunity.

10. Go to fairs and recruiting events

Advertising open job positions at local recruiting events might improve your team’s chance of recruiting job seekers. Send your hiring team to campus career fairs or offer to speak about your company in relevant classes or club meetings.

11. Consider passive candidate sourcing

Passive candidate sourcing allows you to find individuals who are not actively looking for a job but might be open to a new opportunity. This often involves directly reaching out to individuals through a job board, like Indeed, or your professional network and explaining why you feel they’re well-suited for the role or company.

If you find they are not interested, consider keeping their resume to contact them in the future.

FAQs about finding good employees

What role does employer branding play in finding employees?

Employer branding refers to how potential and current employees perceive a company. Having a reputable, well-crafted employer brand can set your business apart from competitors. Consistently sharing success stories, community involvement and professional development opportunities can enhance your company’s reputation and make it a preferred choice for job seekers.

What is the best time of year to post job openings to maximize visibility?

There’s no single “best” time to find employees. However, January and February, after the holidays and September and October, after summer breaks, generally tend to be periods when many candidates are actively seeking new roles.

What are the benefits of using an ATS when finding employees?

An ATS can streamline the hiring process by organizing applications, tracking candidate progress and automating communication. This saves time and ensures you don’t miss out on qualified candidates.