Four Tips For Using Employees to Help With Recruitment

Employee recruitment procedures require the active participation of not only the management team but also the working community as a whole. Employees may have a deeper acknowledgment of various skill deficiencies in their departments and a first hand experience of work-related challenges which might be useful in the recruitment of an up-to task workforce.Considering the recruitment process to the extent of advertising,qualification threshold setting and recruits selection,employees can be helpful with recruitment in ways outlined below.

Brainstorming on necessary skills for required positions

An existing employee group can better generate ideas on skills required for more efficiency in their related departments,having a firsthand encounter with skill deficiencies and the ever-changing requirements in their fields.Employees are handy in projecting future needs for their departments,hence useful in selection of an adaptive workforce.Through employee involvement, the existing gaps may be suitably filled and future trends well addressed in the recruitment process.The qualifications to be met by recruits may be adjusted and made specifically to meet the work description in collaboration with employees.

Recruit suggestions from employee’s individual network

Encouraging employees to suggest suitable candidates from their known networks may enhance the recruitment of qualified personnel.Suggestions may come from but not limited to employees former workmates,friends and career mates.This could even be strengthened by leveraging a reputable employee referral website that cuts across various related industries. Employee suggestions are unique to the extent of their understanding of the candidates’ skills and recent work experiences,their interests,strengths, and likes in relation both hard and soft work-related skills.

Tapping into employees’ social media influences

Social media is a handmaid to the majority of today’s operations.Employees have a wider social media interaction and influence collectively in comparison to the company or firm. Motivating employees to share the job positions on platforms such as Facebook,Instagram and Twitter may broaden the field of interested audience accessing the opportunities advertised.Social media avails the opportunity of not only reaching the employee’s immediate contacts but linking up with their chain of affiliated contacts,thus a broader information target.

Access employees, professional links

Asking employees to draw candidates from fellow workmates in different workstations may be supplementary to all the other techniques listed above.Through employee forums such as training,exhibitions,competition events,workers conferences and employees’ retreats,suggestions of qualified personnel may be generated.Encouraging employees to be on the lookout for opportunity seekers and connecting their professional contacts to the company’s details hastens the application rates.Employees could also be encouraged to present the company’s needs and gaps in association with professional colleagues.

Recruitment as part of the management process is more inclusive through engaging employees;a practice that complements the interaction of both the technical facet and the social environment at the workplace to achieve projected levels of employee productivity.Allowing the qualification proposals and candidate suggestion to be generated by the employees facilitates the recruitment of well-versed personnel,This also means an acceptance of the  recruits by the present employee class.Employee participation, therefore, is both a means and a tool for the recruiting process.