Employee Search

The aim of the employee search process is to recruit for the company the most qualified employees  that can be found in the employment market.

Search for employees is a long and often exhausting process. This process does not end only on placing ads in jobs boards, but requires full involvement on the part of the employers and the recruiters. The current technological age demands a great deal of creativity from them, since the competition for every quality employee increases over the years. Employers who wish to save themselves a lot of effort and expensive time in the search for workers are contacting man power agencies that search for workers for them.

Before commencement of  Employee Search it is important to halt for a moment and as far as possible focus the search in accordance with the following stages:

- To which category or branch of employment does the proposed position belong 
- Is the proposed position on a full-time or part-time basis  
- From which regions are you prepared to accept employees 
- What are the exact requirements of the position  
- What are the qualifications required for the position 
- What employment experience is required
- What is the salary range offered  

Formulation of real and correct answers to all the above questions can significantly improve the efficiency of
the Employee Search.


Sources for a employee search

Placing job ads in jobs boards in the Internet − The most popular method in the employee search is placing job ads in the media. In this method the ad will be exposed to a very broad audience, and will yield numerous applications. As a result of this a long process will be required of filtering, sorting, and inviting candidates to interviews.

Placement companies − A search for workers with the aid of placement companies saves valuable time and a lot of effort for employers and recruiters who are seeking workers. Placement companies do the work for the employers, starting from advertising the position, filtering CVs, conducting interviews, and only then do they present to the employers a small number of candidates that meet the requirements of the position, as defined in advance by the employers. In the end, from the short list the employer must choose the most suitable employee. This is of course expressed in additional (and high) costs for employers and recruiters.

Employment fairs − A variety of employment fairs exist that can be split into projects or sectors, and consequently candidates arrive based on that breakdown, such as demobilized soldiers, Hi-Tech people, students, etc. Consequently, from the first the candidates match the initial requirements of participants in the fair. Furthermore, the direct meeting between candidates and employers, face to face, permits obtaining an initial impression and thus shortens the search for workers process.

A friend brings a friend − This method has developed in recent years and it permits company workers to recommend suitable candidates for the position. If the candidate is accepted for work, the worker making the recommendation is compensated accordingly. Also from the point of view of the worker recruited in this way, he receives objective information from the friend who recruited him, and thus it is easier for him to make a decision.

The jobs pages in the home websites of recruiting employers − In recent years an additional method has developed for the employee search, that is the jobs pages in the home websites. Many companies place the variety of positions that they are offering in the job offers page of the website, so that those seeking jobs in that company are exposed to the said positions.

Social networks − Via a variety of existing social networks it is possible to circulate information regarding the employee search and thus reach a large number of surfers.


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