Explore Four Low-Cost Networking Tools for Hiring Your Next Great Worker

Finding the right person to work in portable sanitation can be a challenge. Involve your team in the process and go online to jump-start the process.

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Recruiting can be challenging for portable restroom operators in any economy. When times are good, candidates have many options, and when times are bad, employed people don’t want to make a move. As with any challenge, it’s important to tackle it strategically. When it comes to acquiring talent, having your sourcing strategy and process in place should happen before you even need to hire someone.

You may be wondering why you would need to know your search strategy before you need candidates. With the market quickly fluctuating, it’s important to know where to look and what type of talent you will be looking for, because as much as you want to snap your fingers and have amazing candidates appear, it often takes a lot longer than that.

Once your recruiting strategy is in place overall, you can start to think about where you would find the best workers for your company. To help you get started, here are some low-cost/no-cost sourcing channels to consider as part of recruiting efforts:

1. Referrals

Employee referrals are the No. 1 source of candidates by far — and usually rated the best quality source. Employee referral programs don’t always need to have a monetary reward, though many do, and the best focus on recognition and simplicity.

Recognizing employees quickly for their referral is the key. Instead of monetary rewards, think about other less-costly rewards that focus on the recognition. Try not to put too many rules or barriers to participate in the process, and be sure to have a process to recognize referrals immediately and follow up with them to ensure success. If you pay a reward, consider paying it immediately upon hire.

2. Job Boards

Online job boards are great for attracting active candidates. Ensure your team’s postings are well written from a candidate’s “What’s in it for me?” perspective. Don’t use company acronyms and slang. Check out and “borrow” great postings using the job board’s search system. Make sure your posting is easy to find and refreshed regularly. Resume databases are quite expensive, and because of this, they aren’t suggested if you are focusing on low-cost resources. However, there are some other alternatives to this option including the use of free or “niche” job boards.

3. Social Networking

Social networks provide a great opportunity to find more passive candidates who may not be applying to your open job postings. Using social networks only helps you find possible targets to contact. You still have to call or contact these people! Keep this in mind when you are planning your recruitment strategy. Since time is limited, focus on the best resources:

• LinkedIn: If you involve your manager, supervisor or key employees, make sure their profiles are easily found. They should be complete and “public.” Change the settings in LinkedIn to ensure they are searchable in Google. There are places on profiles to include links to websites for your company and other information. Your team should thoughtfully ask and answer questions in LinkedIn answers to be more findable. Use LinkedIn Groups to join and start groups, and you can post jobs here for free! You can use these LinkedIn sources to build a list to actually call or email them directly.

• Facebook: It’s harder to find sources on Facebook, but your team can use regular searches to find their co-workers, classmates and others to get beyond their own network. Search for friends on Facebook, or leverage it to find candidates who join Facebook pages that are appropriate to you and your jobs. Facebook company pages are also great ways to attract candidates.

• Twitter and Instagram: It is harder to find people on these platforms, but a lot of posts are public and searchable. Use these sites to broadcast your jobs (video job descriptions are a popular low-cost option) to relevant people or talk about your company’s culture.

• Google: Searching for candidates on Google is a more specialized skill and one that is free, provided the user has the skill to do it well. There are great resources to learn how to do this even more effectively. Remember, the lowest-cost solution may not always be the best resource to actually save money if it ends up taking an unskilled person triple the time to complete the task! 


4. Resume Mining Services

Instead of buying expensive resume database access, particularly for technical, sales or management-level positions, consider using a resume mining service. These services offer a low-cost solution on a per-job basis or in packages of jobs. They source and scour internet online resume databases for actual resumes and provide those resumes to you. Most services can offer an additional resource to do quick telephone screens on the resumes submitted.

Sourcing staff can be stressful, but with a game plan and a little creativity, you can find the best workers with little or even no budget. Good luck with your recruiting efforts! 


Jeremy Eskenazi is a human resources trainer, author of RecruitCONSULT! Leadership, and founder of the consulting firm Riviera Advisors. Contact him at www.rivieraadvisors.com.



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