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Help Me...

Does Internet Recruiting Work?

What's keeping you up at night? Send us your most pressing recruiting and talent management questions, and columnist Allan Schweyer and the Inc.com editors will hunt down the answers.

Question: We are in an industry (private investigations) where the talent does not read industry articles, join groups, or actively search the help wanted ads for better jobs. How do we go about getting our company's unique opportunities out to these potential recruits.
-Patrick, Huntington Beach, Calif.

Patrick: Recruiting in an industry where job seekers don't look at help wanted listings or search the Internet for positions would be challenging. I'm assuming that the problem is a lack of qualified investigators. In this case you have to be creative. First, your career website could be a lot more inviting.

Instead of asking people to fill out an application (a turn off) entice them by offering detailed descriptions of your opportunities and give them a reason to want to work for your organization (list the benefits -- fast career advancement, challenging assignments, development and training opportunities, better than average pay, etc. all of the advantages your company offers). Allow them to apply for the jobs online.

vetjobs.com, search the Internet for other niche job boards for law, security and investigative talent.

If you search the weblogs for "private investigator" you'll get a sense for where potential recruits may gather online. Some of the "blogs" are childish but you'll find some that may be good hunting grounds for you and if you don't, consider starting one of your own. Also do a Google search on "resume private investigator" you may be surprised at the volume. Also, Monster and Yahoo!HotJobs will have dozens of resumes of private investigators, if job postings aren't working, try searching the job board resume banks.

Finally, if recruiting is a top priority, make sure your current staff knows it. In a tight talent market, everyone should recruit, not just HR and recruiters. Get them to refer qualified friends and colleagues, have a brainstorming meeting with staff to talk about sources for new hires, etc. Get them all to register on www.linkedin.com where they can build networks for the purpose of recruiting.)

Good luck!

Allan

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