If you want to hire the right employees, you need to fish in the right ponds.

But choosing the right pond isn’t let-me-just-post-the-job, like blindly posting your warehouse position on Indeed.

Your hiring strategy needs to adopt the same principles as an effective marketing and sales process.

The best companies don’t blindly create ads for their products. Instead, they know where their clients spend their time, and they swarm them on as many platforms as possible with an irresistible offer.

You need to take the same approach when you post your job ads. You need to swarm your ideal candidates, but first:

Hiring right is an investment.

To produce the best results for your company requires you to spend money.

If you want to convert more clients, you invest in marketing and sales systems. If you’re going to hire great employees, you invest in a hiring system.

Sure, you may spend $xxx/mth creating, boosting, and refining job ads on listing databases, but that’s more than worth the cost to hire the right person for your team.

To hire right, you have to mix and match different mediums.

You have to swarm your ideal candidate.

You can’t leave it to chance that you’ll hire the right person within seven days on Indeed. That’s ineffective, passive, and it looks like a company isn’t taking its hiring seriously.

Here’s where I start to fish, but again, my companies use these together just like a perfect sales system:

Referrals:

Start with the lowest hanging fruit and ask your team to refer people they know who would be a perfect fit for a role.

Listing databases:

These databases are platforms like Indeed, ZipRecruiter, and LinkedIn Hiring.

But, over the years, I’ve found that any one of these alone is ineffective.

So my team mixes and matches depending on the position. If it’s a new role, we’ll post on every platform to see which one gets the best applicant rate and quality.

Contractor Sites:

Don’t neglect hiring contractors for key positions.

Sure there’s some risk, but we’ve hired incredible sales professionals from around the world with this approach.

Outbound:

For higher-level leadership roles, you’ll need to headhunt.

You can contact people you know in your industry or hire an hourly recruiter to hunt for you.

There are expensive headhunter services, but thus far in my career, I haven’t found them helpful.

The biggest takeaway here is:

Your hiring is an investment, and your investment starts with creating a hiring system that uses various mediums to attract your future ideal candidates.