| As a business owner, you know that creating a large | | | | same information as well as become a great |
| pool of ideal prospects is important for your business | | | | "marketing tool" for your great corporate culture. |
| success. You know that cultivating an increasing | | | | Activity 2: Take surveys. Don't wait until people are |
| number of qualified and interested people on the verge | | | | already employees before asking their opinions. Use |
| of becoming clients makes your marketing activities | | | | this pool of candidates to find ways to improve your |
| easier, more cost effective and more productive than | | | | recruiting process. Was our Careers Page helpful/easy |
| spending your day constantly "cold calling" for new | | | | to use? What was your first impression of our |
| clients. | | | | company? Did you receive timely responses and |
| But did you also know that these are the same | | | | updates to your application? You can find out more |
| reasons that you should be working to establish a pool | | | | about your ideal candidates by asking them what |
| of ideal job candidates as well? Yes! Having a | | | | they're looking for in an employer and what kinds of |
| ready-made and ever growing list of people who are | | | | benefits and programs they'd value. And just like you |
| qualified, motivated and excited about working within | | | | might offer an incentive to employees for completing a |
| your organization will save you time, money, and | | | | survey, you can offer your candidates a small "thank |
| frustration. Wouldn't it be nice to just make a couple of | | | | you" as well. Send them a company t-shirt or gift |
| phone calls to people you already know are ideal for | | | | certificate for a product or service. Let them know |
| the position and set up interviews? How quick and | | | | that you value their opinions even before they become |
| easy is that? | | | | employees. Make them feel "included" even if they're |
| Well it's possible. Just taking the time to only slightly | | | | not officially part of the team yet. |
| re-work your marketing activities into recruiting | | | | Activity 3: Encourage your ideal candidates to sign up |
| activities will create that pool of ideal job candidates | | | | for news. It's easier to keep in touch with people who |
| waiting for your call. | | | | have already submitted a resume or otherwise applied |
| Activity 1: Keep them in the loop. You know it's | | | | for a position. But don't forget the people who might |
| important to keep in touch with your prospects. That's | | | | not be ready to go to work for you now but might be |
| why you send them regular newsletters with special | | | | in the future. These people could be students now or |
| offers and updates about your business. You need to | | | | employees at other companies. They may even be |
| keep these people interested in eventually doing | | | | out of the workforce for the time being but are |
| business with you. It's equally important to stay in touch | | | | interested in coming to work for you later. Encourage |
| with your job candidates. | | | | these people to sign up for your newsletter and to be |
| Just because they weren't the right fit the first time | | | | the first to hear about your latest recruiting events or |
| they applied for a job, doesn't mean you won't have a | | | | new job openings. |
| perfect position for them later on. Keep them | | | | Being able to draw your employees from a pool of |
| interested in working for you by sending them emails | | | | interested and motivated candidates will immediately |
| about your company activities and programs. Include | | | | save you time and money in the recruiting process. In |
| news about your company's community involvement | | | | the long run though it will also increase your bottom line. |
| activities, new technology being unveiled, the winners | | | | When you hire from this pool of ideal candidates, |
| of your employee recognition program or new benefits | | | | you're hiring a person who is already engaged with |
| package being implemented. You could even create a | | | | and committed to your company. And you know that |
| specific newsletter for potential employees but you | | | | engaged and committed employees are good for |
| don't really need to. Just send them the same one that | | | | business. |
| you send out to your current employees. It'll include the | | | | |