Are you sure that your “perfect” candidate is out there somewhere, or is he/she hiding inside your company? Some companies even have a rule that when filling a position, they always first consider whether one of their existing employees would be a good fit for the position, and only advertise when they are sure that they really need an external workforce.
The biggest advantage of promoting an existing employee is that they are already familiar with the rules, processes, and procedures of your organization, which makes the onboarding process much shorter and consequently brings you greater resource savings.
4) Review old contests
Another source of data you can consider is the applications mexico whatsapp data received for some of your old job postings. Perhaps you have posted a job posting in the past that received applications from candidates with work experience and skills similar to those you are currently looking for.
We definitely advise that, if you haven't already, make the so-called "talent pool" of your company. It can be the most ordinary Excel table in which you will keep records of those candidates who are interesting to you because of their work experience, knowledge or skills, and for whom you think there would be a place in your company sometime in the future. Of course, everything in compliance with GDPR.
Sometimes the requirements of the job are such that classic job posting is simply not an option that will bring success. In that case, contact one of the head hunting agencies. They know the specific methods by which they can reach your "right" candidate, even if he is already employed in another company. And yes, be sure to consider the lesser-known agencies as well - you will be pleasantly surprised.
6) Pay for social media advertising
Nowadays, we are all present on Facebook, Linkedin, Instagram and other social networks. So, when your desired candidate is browsing the news on one of these portals, why not pop up a notification that your company is looking for him, and allow him to apply to your job ad with one click?
Social networks (especially Facebook) offer you a wealth of options with which you can very specifically target your desired candidate, according to their demographic characteristics, interests, work habits, etc.
7) Ask for a recommendation
Croatia is a very small market where the law of good recommendations still applies. Therefore, look at your network of contacts and simply ask them if they know anyone who could perform the requirements of your desired position. You can certainly ask for a recommendation from one of your existing employees - they know best how things work in your company.