5 Ways Employers Prefer to Hire:
(image Redmond Magazine)
1. From Within the Company
The scenario described above is the most preferred way to fill a position. Ideally, companies like to have someone on hand who can fill a role quickly and with little fuss. Is it fair to the unemployed and other job seekers outside the company? No. But companies only have one thing in mind when making hires: finding a safe bet. Who could be safer than someone the company already has on the payroll? Not only are hiring managers already familiar with the abilities – and inabilities – of existing employees, but promoting from within also builds goodwill in the company. An employer that promotes from within is a good employer. This makes hiring from within a win-win scenario.
2. Employee Referrals
Employers like hiring through referrals because employees tend to only refer people in whom they are confident. Employees don’t want egg on their face if their referral doesn’t work out. Even if a family member catches wind of the role, the employee won’t refer them unless they believe that family member can really do the job. Yes, people will forsake their own flesh and blood to save their professional reputation. According to Jobvite, 40 percent of all hires come from employee referrals. This is even more stunning when you consider that referrals only account for 7 percent of all applications. One wonders why employers are even wasting their time on, say, job boards.
3. Through the Hiring Manager’s Immediate Network
If a hiring manager can’t find an internal or referred candidate, their next move is typically to reach out to people they trust outside the company, including former colleagues, partners, vendors, and even people who’ve left the company for greener pastures (boomerang employees).
4. Through a Recruiter
If internal candidates, employee referrals, and external networks all fail, many hiring managers will then hire external recruiters. Recruiters can be pricey, so they aren’t a first choice for most employers, but they’re still palatable because of their industry knowledge and connections. Either way, the employer is paying for a few candidates to be delivered. It’s a risky proposition.
5. Advertising
When employers get truly desperate, they advertise their positions. There are two major problems with advertising a position publicly: cost and quality of candidates. In terms of cost, it’s not actually the cost of the advertising itself that concerns employers. For most companies, the time spent reading resumes and interviewing unqualified job seekers is what really bothers them. Even with advanced ATSs on their side, employers still run into many unqualified candidates who wrongly make it to the interview stage.
(image Redmond Magazine)
1. From Within the Company
The scenario described above is the most preferred way to fill a position. Ideally, companies like to have someone on hand who can fill a role quickly and with little fuss. Is it fair to the unemployed and other job seekers outside the company? No. But companies only have one thing in mind when making hires: finding a safe bet. Who could be safer than someone the company already has on the payroll? Not only are hiring managers already familiar with the abilities – and inabilities – of existing employees, but promoting from within also builds goodwill in the company. An employer that promotes from within is a good employer. This makes hiring from within a win-win scenario.
2. Employee Referrals
Employers like hiring through referrals because employees tend to only refer people in whom they are confident. Employees don’t want egg on their face if their referral doesn’t work out. Even if a family member catches wind of the role, the employee won’t refer them unless they believe that family member can really do the job. Yes, people will forsake their own flesh and blood to save their professional reputation. According to Jobvite, 40 percent of all hires come from employee referrals. This is even more stunning when you consider that referrals only account for 7 percent of all applications. One wonders why employers are even wasting their time on, say, job boards.
3. Through the Hiring Manager’s Immediate Network
If a hiring manager can’t find an internal or referred candidate, their next move is typically to reach out to people they trust outside the company, including former colleagues, partners, vendors, and even people who’ve left the company for greener pastures (boomerang employees).
4. Through a Recruiter
If internal candidates, employee referrals, and external networks all fail, many hiring managers will then hire external recruiters. Recruiters can be pricey, so they aren’t a first choice for most employers, but they’re still palatable because of their industry knowledge and connections. Either way, the employer is paying for a few candidates to be delivered. It’s a risky proposition.
5. Advertising
When employers get truly desperate, they advertise their positions. There are two major problems with advertising a position publicly: cost and quality of candidates. In terms of cost, it’s not actually the cost of the advertising itself that concerns employers. For most companies, the time spent reading resumes and interviewing unqualified job seekers is what really bothers them. Even with advanced ATSs on their side, employers still run into many unqualified candidates who wrongly make it to the interview stage.
