Finding Quality Job Seekers using Three Dimensional Recruitment

As you will know, recruitment is not just a numbers game. The process of finding quality Job Seekers starts by recognising candidates as being human resources. By human resources we naturally mean company resources belonging to the human department.

The task of finding the perfect Job Seeker is neither simple nor quick. Finding a relevant candidate to fill your clients job vacancy is one thing, sustaining this employment is another. Recruiters are required to look at the process of finding the right candidate from three different but equally important dimensions.

Sound a little like "recruiter sci-fi"?

While this may be a new concept, consider the relevancy to what will be revealed when looking at recruitment through three D goggles.

The first dimension to finding the right Job Seeker is to always consider the relevancy of the applicant. The Job Seeker must have the core competencies and qualifications required in order to perform your clients specified job function. Although obvious, if the candidate lacks the skill and functional competencies to perform the require job vacancy, they are not a quality candidate. Be sure that the Job Seeker is adequately qualified to perform your vacancy. Be sure to research the role you are recruiting for and familiarise yourself with the industry requirements. Pay exceptional attention to your clients' specific requirements and ensure that your quality candidate fits the bill.

The second dimension when looking for quality candidates is to consider what the Job Seeker will be able to offer the specific company in years to come. The second dimension to recruiting should take into account that quality candidates will need to offer sustainable resources to the company in the long term. Filling the available vacancy is the immediate requirement but successful recruiters take this to the next level. Consider the growth potential of the candidate and find out about areas that they may be interested in perusing in future. A quality candidate and a perfect match to a specific job function would be to find an enthusiastic Job Seeker passionate about their career and flexible enough for long term growth within the organisation. Recruiting new staff is expensive, time consuming and tedious and employers don't want to have to find replacement staff every few months. Consider the longevity and sustainability of the Job Seeker you put forward to specific roles and try to place them in current as well as future opportunities within the specific company.

Finally, the third dimension of recruiting, points to what the company can offer the respective candidate in the long term. This dimension adds depth to recruitment as it reminds us that we are dealing with human resources. All candidates have specific career aspirations and while they may not be your paying clients, these aspirations separate good candidates from great ones. Placing ambitious candidates in dead end roles may solve the immediate problem but will result in further issues later on. When a candidate is not happy in a role they quite simply begin again by starting the job hunting process over. While this isn't as easy as it sounds, the fact remains that if the candidate is unhappy, your client will ultimately be unhappy too. The recruitment process begins again as soon as the unsatisfied Job Seeker moves on. This ultimately means that the client, once again has to relay financing, time and other supportive resources while looking for replacement staff. Try to place candidates in roles where they are nurtured and allowed to grow and develop. This way both parties end up benefitting from a symbiotic employment relationship.

After considering that recruitment is in fact a three dimensional process, finding quality candidates will become second nature to you. The trick to quality candidates is; they should serve as sustainable human resources, perform the required job function, all while following a career path that is best suited to their needs. It is in fact the three dimensions to Job Seekers that if closely considered will isolate the quality from the sub standard candidate.