So you have a flood of applicants who are blowing up your inbox – bravo. The thing is that even though you may have a whole slew of candidates from which you can select, you don’t necessarily have the talent that you want. Because of this, it isn’t enough to recruit just anybody, but rather you have to work hard and make that final push so that you can get your hands on only the cream-of-the-crop prospects.
As you start combing through all of the modern resumes that have been sent your way, you may not want to automatically toss aside applications that don’t seem quite up to par. Instead, you should make a point to take a closer look.
Take a second look – at references
Chances are that if a candidate doesn’t meet the most basic qualifications required to perform a certain job, they aren’t going to have a hobby that somehow makes up for the gaps in their resumes. However, this isn’t what you’re looking for when you decide to scrutinize a CV that belongs to a person that you just know won’t be a viable prospect. Recruiting Trends explained that as soon as you come across one of these applications, your eyes should go straight to the references section.
Generally speaking, people list their supervisors or superiors as references. As a result, even if applicants aren’t a good fit for a job because they’re in need of more experience, training or certifications, then they may still have references that boast the credentials that you are searching for in a candidate. After examining this portion of their resumes, you zero in on top-tier talent, ensuring that your creative employment agency only adds onto their progressively thinking, innovative team.
Need more talent?
If you have a number of qualified prospects applying for any positions you may have open at your firm, but your rapidly expanding company is still in need of more, then you could also check viable candidates’ references and see if those professionals would like to join. Or, you could employ an even cleverer tactic to meet the increased demands of your booming business. Look at your most recent or soon-to-be hires: Who were their past employers, and why not give them a ring?
Recruiting Trends suggested that you call whichever organizations for which these impressive applicants previously worked to scope out the talent that is still there. All you have to do is ask the receptionist or person who picks up the phone if you could speak with your intended hire. When that the other individual informs you the employee you’re requesting no longer works there, you then request to be connected with his or her replacement – or even his or her supervisor.
Form bonds for now and the future
Why on earth would you pull this stunt? Well, more likely than not, the professional who took your recent hire’s position at his or her previous place of employment boasts equivalent credentials that could prove valuable to your creative job agency. By forging bonds with these similar individuals, you could entice other qualified candidates to join your team.
The same goes for your new staff members’ old supervisors. These people would be of even higher value to your company, as they are at least a level above your latest hires, which means that they may contribute significantly to your expanding enterprise. Even if these individuals are not currently in the market for changing jobs, you never know who could be persuaded to make a switch or who may be leaving in the near future. By being proactive and making these connections just in case, you can give your company a recruiting advantage now and in the future, taking on only the top talent.