{"id":370,"date":"2022-04-04T16:00:12","date_gmt":"2022-04-04T16:00:12","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/chapter\/finding-potential-employees\/"},"modified":"2022-04-04T16:00:12","modified_gmt":"2022-04-04T16:00:12","slug":"finding-potential-employees","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/chapter\/finding-potential-employees\/","title":{"raw":"Finding Potential Employees","rendered":"Finding Potential Employees"},"content":{"raw":"\n<div class=\"textbox learning-objectives\">\n<h3>Learning OUTCOMES<\/h3>\n<ul>\n \t<li>Identify methods for finding qualified potential employees.<\/li>\n<\/ul>\n<\/div>\nCareerBuilder\u2019s advice for building an employer brand is equally applicable to getting the word out about a job opportunity\u2014specifically: \u201cbe everywhere.\u201d[footnote]<a href=\"https:\/\/resources.careerbuilder.com\/employer-blog\/5-best-practices-defining-employment-brand\" target=\"_blank\" rel=\"noopener\">https:\/\/resources.careerbuilder.com\/employer-blog\/5-best-practices-defining-employment-brand<\/a>[\/footnote] As noted above, job candidates search for jobs essentially the same way they make purchase decisions, managing multiple points of contact including college and company career pages, job boards, and social media sites as well as attending live events. If the possibilities seem overwhelming, use the candidate research you conducted to narrow the options. That is, if you have a clear understanding of who your ideal candidate is\u2014a specific person in mind\u2014you can use that information to inform your choice of touch points.\n<div class=\"textbox tryit\">\n<h3>practice question<\/h3>\nhttps:\/\/assessments.lumenlearning.com\/assessments\/8719\n\n<\/div>\nSo how do you find the perfect candidate for a job opening? There are several techniques. Advertising in newspapers and trade publications can be effective. Most recruiters also use online sources to find job candidates. For example, sites such as Indeed, Monster, and CareerBuilder are very popular. Employers can list jobs on these sites and can search through resumes to find potential employees.\n<div class=\"textbox key-takeaways\">\n<h3>Is Social Media a Good Idea?<\/h3>\nIs Facebook, Instagram or Twitter a better means of connecting with potential employees? Pew Research Center social media use data can inform that decision. A few excerpts from their Social Media Use 2018 findings:\n<ul>\n \t<li style=\"font-weight: 400;\">Americans ages 18 to 24 are substantially more likely to use platforms such as Snapchat, Instagram and Twitter even when compared with those in their mid- to late-20s.<\/li>\n \t<li style=\"font-weight: 400;\">Pinterest remains substantially more popular with women (41 percent of whom say they use the site) than with men (16 percent).<\/li>\n \t<li style=\"font-weight: 400;\">LinkedIn remains especially popular among college graduates and those in high-income households. Some 50 percent of Americans with a college degree use LinkedIn, compared with just 9 percent of those with a high school diploma or less.<\/li>\n \t<li style=\"font-weight: 400;\">The messaging service WhatsApp is popular in Latin America, and this popularity also extends to Latinos in the United States\u201449 percent of Hispanics report that they are WhatsApp users, compared with 14 percent of white Americans and 21 percent of black Americans.<\/li>\n<\/ul>\n<\/div>\nIn hiring, you should also consider candidates suggested by existing employees, talk to people who walk in to inquire about jobs, reach out through college recruitment events and job fairs, and contact individuals who have received certification through programs such as Udacity. Another option is to work through recruiters called \u201cHeadhunters\u201d who find individuals with the right skills and invite them to apply for a particular position.\n\n<img class=\"alignright wp-image-1641\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/2785\/2018\/02\/13182136\/social-1958770_1920-300x200.jpg\" alt=\"Newspaper want ad-style graphic calling for a social media manager.\" width=\"300\" height=\"200\">In many cases, jobs are opened up to internal candidates before they are advertised to the wider world. When that happens, jobs are advertised through company newsletters and bulletin boards and candidates go to HR to apply for the job.\n\nTo that point, employee referrals are one of the best sources of qualified candidates. In Fundamentals of Human Resource Management, the authors state that\n<blockquote>\u201cEmployee referrals tend to be more acceptable applicants, who are more likely to accept an offer and, once employed, have a higher job survival rate.\u201d<\/blockquote>\nThree caveats to be aware of with regards to employee referrals:\n<ol>\n \t<li>An employee might mistakenly assume job performance competence based on friendship.<\/li>\n \t<li>Employee referrals may lead to nepotism or hiring individuals who are related to persons already employed by the company.<\/li>\n \t<li>Employee referrals may reinforce the status quo rather than advance a diversification objective.<\/li>\n<\/ol>\n<h2>Contribute!<\/h2><div style=\"margin-bottom: 8px;\">Did you have an idea for improving this content? We\u2019d love your input.<\/div><a href=\"https:\/\/docs.google.com\/document\/d\/1vKcsZmWJo2Hje1tGboersG7gKA_raOjYgSjUF-2SlgY\" target=\"_blank\" style=\"font-size: 10pt; font-weight: 600; color: #077fab; text-decoration: none; border: 2px solid #077fab; border-radius: 7px; padding: 5px 25px; text-align: center; cursor: pointer; line-height: 1.5em;\">Improve this page<\/a><a style=\"margin-left: 16px;\" target=\"_blank\" href=\"https:\/\/docs.google.com\/document\/d\/1vy-T6DtTF-BbMfpVEI7VP_R7w2A4anzYZLXR8Pk4Fu4\">Learn More<\/a>\n","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning OUTCOMES<\/h3>\n<ul>\n<li>Identify methods for finding qualified potential employees.<\/li>\n<\/ul>\n<\/div>\n<p>CareerBuilder\u2019s advice for building an employer brand is equally applicable to getting the word out about a job opportunity\u2014specifically: \u201cbe everywhere.\u201d<a class=\"footnote\" title=\"https:\/\/resources.careerbuilder.com\/employer-blog\/5-best-practices-defining-employment-brand\" id=\"return-footnote-370-1\" href=\"#footnote-370-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a> As noted above, job candidates search for jobs essentially the same way they make purchase decisions, managing multiple points of contact including college and company career pages, job boards, and social media sites as well as attending live events. If the possibilities seem overwhelming, use the candidate research you conducted to narrow the options. That is, if you have a clear understanding of who your ideal candidate is\u2014a specific person in mind\u2014you can use that information to inform your choice of touch points.<\/p>\n<div class=\"textbox tryit\">\n<h3>practice question<\/h3>\n<p>\t<iframe id=\"lumen_assessment_8719\" class=\"resizable\" src=\"https:\/\/assessments.lumenlearning.com\/assessments\/load?assessment_id=8719&#38;embed=1&#38;external_user_id=&#38;external_context_id=&#38;iframe_resize_id=lumen_assessment_8719\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:400px;\"><br \/>\n\t<\/iframe><\/p>\n<\/div>\n<p>So how do you find the perfect candidate for a job opening? There are several techniques. Advertising in newspapers and trade publications can be effective. Most recruiters also use online sources to find job candidates. For example, sites such as Indeed, Monster, and CareerBuilder are very popular. Employers can list jobs on these sites and can search through resumes to find potential employees.<\/p>\n<div class=\"textbox key-takeaways\">\n<h3>Is Social Media a Good Idea?<\/h3>\n<p>Is Facebook, Instagram or Twitter a better means of connecting with potential employees? Pew Research Center social media use data can inform that decision. A few excerpts from their Social Media Use 2018 findings:<\/p>\n<ul>\n<li style=\"font-weight: 400;\">Americans ages 18 to 24 are substantially more likely to use platforms such as Snapchat, Instagram and Twitter even when compared with those in their mid- to late-20s.<\/li>\n<li style=\"font-weight: 400;\">Pinterest remains substantially more popular with women (41 percent of whom say they use the site) than with men (16 percent).<\/li>\n<li style=\"font-weight: 400;\">LinkedIn remains especially popular among college graduates and those in high-income households. Some 50 percent of Americans with a college degree use LinkedIn, compared with just 9 percent of those with a high school diploma or less.<\/li>\n<li style=\"font-weight: 400;\">The messaging service WhatsApp is popular in Latin America, and this popularity also extends to Latinos in the United States\u201449 percent of Hispanics report that they are WhatsApp users, compared with 14 percent of white Americans and 21 percent of black Americans.<\/li>\n<\/ul>\n<\/div>\n<p>In hiring, you should also consider candidates suggested by existing employees, talk to people who walk in to inquire about jobs, reach out through college recruitment events and job fairs, and contact individuals who have received certification through programs such as Udacity. Another option is to work through recruiters called \u201cHeadhunters\u201d who find individuals with the right skills and invite them to apply for a particular position.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-1641\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/2785\/2018\/02\/13182136\/social-1958770_1920-300x200.jpg\" alt=\"Newspaper want ad-style graphic calling for a social media manager.\" width=\"300\" height=\"200\" \/>In many cases, jobs are opened up to internal candidates before they are advertised to the wider world. When that happens, jobs are advertised through company newsletters and bulletin boards and candidates go to HR to apply for the job.<\/p>\n<p>To that point, employee referrals are one of the best sources of qualified candidates. In Fundamentals of Human Resource Management, the authors state that<\/p>\n<blockquote><p>\u201cEmployee referrals tend to be more acceptable applicants, who are more likely to accept an offer and, once employed, have a higher job survival rate.\u201d<\/p><\/blockquote>\n<p>Three caveats to be aware of with regards to employee referrals:<\/p>\n<ol>\n<li>An employee might mistakenly assume job performance competence based on friendship.<\/li>\n<li>Employee referrals may lead to nepotism or hiring individuals who are related to persons already employed by the company.<\/li>\n<li>Employee referrals may reinforce the status quo rather than advance a diversification objective.<\/li>\n<\/ol>\n<h2>Contribute!<\/h2>\n<div style=\"margin-bottom: 8px;\">Did you have an idea for improving this content? We\u2019d love your input.<\/div>\n<p><a href=\"https:\/\/docs.google.com\/document\/d\/1vKcsZmWJo2Hje1tGboersG7gKA_raOjYgSjUF-2SlgY\" target=\"_blank\" style=\"font-size: 10pt; font-weight: 600; color: #077fab; text-decoration: none; border: 2px solid #077fab; border-radius: 7px; padding: 5px 25px; text-align: center; cursor: pointer; line-height: 1.5em;\">Improve this page<\/a><a style=\"margin-left: 16px;\" target=\"_blank\" href=\"https:\/\/docs.google.com\/document\/d\/1vy-T6DtTF-BbMfpVEI7VP_R7w2A4anzYZLXR8Pk4Fu4\">Learn More<\/a><\/p>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-370\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Finding Potential Employees. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Shared previously<\/div><ul class=\"citation-list\"><li>Recruiting and Selecting Qualified Job Applicants. <strong>Authored by<\/strong>: Lisa Jo Rud. <strong>Provided by<\/strong>: Lumen Learning. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/courses.lumenlearning.com\/wm-principlesofmanagement\/chapter\/recruiting-and-selecting-qualified-job-applicants\/\">https:\/\/courses.lumenlearning.com\/wm-principlesofmanagement\/chapter\/recruiting-and-selecting-qualified-job-applicants\/<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><li>Social media manager want ad. <strong>Authored by<\/strong>: geralt. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/pixabay.com\/en\/social-media-manager-ad-job-1958770\/\">https:\/\/pixabay.com\/en\/social-media-manager-ad-job-1958770\/<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/cc0\">CC0: No Rights Reserved<\/a><\/em><\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-370-1\"><a href=\"https:\/\/resources.careerbuilder.com\/employer-blog\/5-best-practices-defining-employment-brand\" target=\"_blank\" rel=\"noopener\">https:\/\/resources.careerbuilder.com\/employer-blog\/5-best-practices-defining-employment-brand<\/a> <a href=\"#return-footnote-370-1\" class=\"return-footnote\" aria-label=\"Return to footnote 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