{"id":1664,"date":"2008-07-16T15:31:04","date_gmt":"2008-07-16T20:31:04","guid":{"rendered":"http:\/\/selectmetrix.com\/blogs\/2008\/07\/multi-channel-sourcing\/"},"modified":"2008-07-16T15:16:40","modified_gmt":"2008-07-16T20:16:40","slug":"multi-channel-sourcing","status":"publish","type":"post","link":"https:\/\/selectmetrix.com\/blogs\/2008\/07\/multi-channel-sourcing\/","title":{"rendered":"Multi-Channel Sourcing"},"content":{"rendered":"<p>We preach to our clients that simply placing an onlie ad is not a sound sourcing strategy.\u00a0 <a target=\"_blank\" href=\"http:\/\/www.managesmarter.com\/msg\/content_display\/management\/e3ia3b0a6fe9b68eff058b8471524ebdba0\">Managesmarter.com <\/a>has an article that gives 3 good, quick tips for leveraging the Internet\u00a0to fill open positions.<\/p>\n<blockquote><p><strong>The only way to effectively recruit is to use multiple channels.<\/strong> You&#8217;re trying to find that one person who is exactly right, and that means exploring multiple avenues. This includes your offline efforts, by the way\u2014don&#8217;t stop networking just because you&#8217;ve posted a job online. Work multiple sources (both online and real world) to get the word out about your opening.<br \/>\n<strong>Make sure you&#8217;ve got an accurate, well-written, exciting job description.<\/strong> You need a posting that sells the job and your company. A good job description should be the first message a potential candidate sees about your company. It should provide a good story, but also a realistic picture of the level of responsibility and some sense of career potential. In the online world there&#8217;s no character limit, so you can go into detail and include links to strong Web pages. Never view writing a job ad as a chore; don&#8217;t just delegate it to HR or someone who reports to you.<br \/>\n<strong>Pick several places to post your ad online.<\/strong> Here&#8217;s where it gets tricky: There are several online sourcing options, all of which come with trade-offs. Let&#8217;s start with blogs, e-mail listservs and interest groups such as Yahoo! Groups. These options are probably stronger in building long-term recognition than in immediately producing large numbers of applicants.<\/p><\/blockquote>\n<p>One thing I would\u00a0add is if you&#8217;re not using LinkedIn, Facebook or MySpace in your sourcing, you&#8217;re missing the boat.\u00a0 Start by getting your profile on these sites and connecting, then push your open positions out to your new network.\u00a0 It&#8217;s not about knowing the right people and being directly connected to them, it&#8217;s about being connected and allowing your network to push your opportunity out to people they know that may be a good fit.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>We preach to our clients that simply placing an onlie ad is not a sound sourcing strategy.\u00a0 Managesmarter.com has an article that gives 3 good, quick tips for leveraging the Internet\u00a0to fill open positions. The only way to effectively recruit is to use multiple channels. You&#8217;re trying to find that one person who is exactly right, and that means exploring multiple avenues. This includes your offline efforts, by the way\u2014don&#8217;t stop networking just because you&#8217;ve posted a job online. Work multiple sources (both online and real world) to get the word out about your opening. Make sure you&#8217;ve got an accurate, well-written, exciting job description. You need a posting that&hellip; <a class=\"read-more\" href=\"https:\/\/selectmetrix.com\/blogs\/2008\/07\/multi-channel-sourcing\/\">Read More<\/a><\/p>\n","protected":false},"author":4,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"bgseo_title":"","bgseo_description":"","bgseo_robots_index":"","bgseo_robots_follow":"","jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","enabled":false},"version":2}},"categories":[26,2,16,15],"tags":[443,168,555,1761],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5Oho-qQ","jetpack-related-posts":[],"_links":{"self":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/1664"}],"collection":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/comments?post=1664"}],"version-history":[{"count":0,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/1664\/revisions"}],"wp:attachment":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/media?parent=1664"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/categories?post=1664"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/tags?post=1664"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}<!-- WP Super Cache is installed but broken. 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