How It Helps Searching Employees from Existing Contacts :: Managing Human Resource Lifecycle

How It Helps Searching Employees from Existing Contacts
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The idea of searching employees using the company’s existing database of contacts and employee references can save time. The chances of getting well-motivated and high skilled workers are also high. Balanced Scorecard Toolkit by AKS-Labs :: Managing Human Resource Lifecycle

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Face it; today’s world of human resources is full of high turnover rates. Employees come and go; workers leave without notice, laborers resign despite ample benefits – what are the reasons behind such high turnover rate? While your company may be giving out the coolest benefits the corporate world has to offer; it is still imperative to hire people that will stay. In the surface, it may sound hard. However, the difficult part only comes in the first stage of hiring – and that is searching. The solution might just lie within your drawer and in your current employees; the solution is your present contacts.

Over the years of searching and hiring people, your human resources department has already built a massive database of resumes. These records may fill up gigabytes of hard disk, but it is all worth it. Instead of posting an advertisement on websites, newspapers, and magazines, why not go through your previous list of resumes. You can even ask for referrals from your current employees. This way, the company is able to lessen the possibility of hiring transient workers.

There are various ways you can search potential workers in your present list of contacts. This list contains the names of potential employees but the company did not hire them in favor of another who stood out. You may send an email or conventional mail or any other means of communication for which you can convey the job offering. This, however, should not indicate the assurance of hiring. Clearly state the company’s intention and interest to hire him or her. Your communication should also include the requirement for re-interview and submission of updated resume.

The success rate of going through this means is relatively slim, as most of these contacts may already have their own jobs. Unless they find your company’s offer a much “greener pasture”, you will need to gather more contacts from your existing database. There are also drawbacks to this approach. Your previous candidates may have developed an emotional gripe against your company since you did not hire them despite their qualification. It is a petty risk, should you decide to hire one in the future.

If this does not seem to be an attractive option, your Human Resources Department can turn to your current employees for referrals. Your people can give you a significant number of contacts, which might not be all potentially qualified but can help you find workers with good attitude. Your employees may refer a family member, a friend, or a former classmate. And this option will save you time searching since your employees already did the sorting out. They will elaborate to their referrals more about the job opening and they will likely recommend someone who fits the job.

For newer companies, relying on existing database of contacts is not feasible. That is why some companies unceasingly hunt for new talents even when there are no vacancies yet so that when the time of need arises, the company can pull out a name from the database. The idea of going over your contacts and your employees contacts is simple; it saves you time looking for qualified employees. Balanced Scorecard Toolkit by AKS-Labs :: Managing Human Resource Lifecycle