Attracting top talent to your organization is not an easy task. A good talent acquisition strategy aims at developing a talent pipeline to increase the chances of engaging the best candidates for future hiring. It is imperative for your recruitment team to develop a complete strategy to tap top talent and be aware of the best techniques to look for qualified candidates. This includes online sourcing initiatives where they can use a variety of digital platforms, networks and techniques to source and recruit suitable candidates. However, it would help if you did not overlook the various offline sourcing channels to recruit top talent, as these traditional tactics are still very effective in finding top talent.
Find out more about the top 5 offline recruitment channels for talent sourcing below and learn how a mix of online and offline sourcing techniques can help you find the best talent for your organization.
Personal referrals help you source the best candidates and using your networks is the best way to do so. Utilizing your employees’ networks is a great way to source quality talent. Employee referrals help organizations expand their talent pool. You can reach untapped talent much faster through employee networks. It also improves the response rate from candidates as they know your employees. A strong incentive program for staff referrals motivates current employees to recommend good candidates from their personal and professional networks.
There are several ways to make good use of your professional network to source candidates before posting your hiring requirements anywhere. Connect with talented people in your network and ask them for referrals of possible candidates. Asking your business partners or consultants for good candidate referrals is another useful tactic to connect with talented professionals. You can offer incentives to deputizing firms and friends for sending good referrals.
Company employee referrals are considered one of the most effective hiring tools in your arsenal. It has various advantages such as access to quality candidates, faster hiring, lesser cost, building a vast talent pool, quick onboarding, and improved employee retention rate.
Offline recruitment channels such as job fairs are highly effective in boosting your hiring process. Physical events and fairs organized by universities or corporate agencies enable recruiters to meet potential candidates face-to-face. In-person interaction improves engagement and builds good relationships between job seekers and employers.
Job fairs are varied and may include industry events such as expo events or tours. Universities, business and tech schools, and colleges are fertile grounds for candidate sourcing, especially hiring freshers. Participating in college placement drives to hire freshers or attending university fairs and sponsoring events are effective ways to source qualified graduates directly.
Attending industry-specific events, business conferences, or organizing your own meetups increases your chances of meeting new candidates. Social networking events offer opportunities to build your network and amplify engagement with talented people as well as source new candidates.
Social networking events may be formal or informal but provide a great platform to connect with potential applicants. Industry events are full of passionate people looking to meet and network with like-minded people. You can stand out as employers at such events and face lesser competition when attracting talent to your organization. Candidates are more likely to respond to your follow-up messages if they have met you in person and had a direct conversation at such events.
You can make the most of these events by looking over the list of attendees in advance, so you know who you need to connect with. You can ask other people from your organization attending such events to be on the lookout for promising candidates as well.
According to the Internet World Stats, 22% of the U.S. population is not online. This leaves around 70 million people who cannot be reached out through online digital platforms. Offline advertising tools such as the traditional tri-media, TV, radio, and newspaper are effective techniques to tap talent from such a section of the population. Moreover, local and regional offline media channels have a substantial community reach and can be valuable tools for recruiters. Offline advertising is particularly beneficial for targeting candidates for localized hiring in specific geographies.
Community bulletin boards are often placed in high traffic areas and ensure better visibility and reach. Bulletin boards can be placed in many places such as in schools, train or subway stations, government offices, commercial complexes, clubhouses, restaurants, or coffee shops. They are considered good spots for offline marketing and increase visibility for your company’s job postings. Advertising your requirements through community bulletin boards ensures wider reach and higher chances for interested candidates to check out the available employment opportunity. You can leverage the visibility of the boards by placing them strategically so that maximum potential job seekers can see the advertisements.
We hope you enjoyed reading this blog. If you want our team to help you resolve talent gaps, reduce costs and transform your business operations, just book a call.
Originally published Apr 12, 2022 11:04:58, updated Apr 25 2022