Are you struggling to attract qualified candidates to your open tower climbing job postings? Recruitment is a strategic process that involves identifying and reaching out to key individuals who are likely to be interested in your company, job opening, or career field.
Because of the nature of this work and the potential for consequences, if climbers fail, safety-critical roles like tower climbers come with high qualification standards.
The best recruitment methods involve identifying groups of people who are most likely to want this kind of work in their career path and then reaching out specifically to them rather than waiting for them to find you.
These techniques will help you find new tower climber candidates more quickly.
Ask Current Employees for Referrals
If you have a large number of employees in your organization who currently work in the field, ask them if they know anyone who might be interested in your job opening.
A word-of-mouth referral is the best kind because it is a direct line from an employee who knows what the work is like and can vouch for it. It is also a way to give back to the people who have worked for your company and helped you grow.
Partner with a Staffing Organization
In some specialized industries, like health care, there are professional staffing organizations that connect employers with highly skilled individuals who are not actively looking for work.
These organizations are designed to help professionals find employment that is a good fit for them and them find a company that can provide a good job.
Although staffing agencies don’t usually specialize in finding candidates for the tower climbing industry, they might be able to help you find someone for your job opening.
Offer a Signing Bonus
A signing bonus is an upfront cash payment to an employee in exchange for future work. It is often used when companies are trying to hire people with a valuable skillset.
They want to offer an attractive enough signing bonus to entice the candidate to choose their company instead of staying in their current job. Because of this, a signing bonus can be a good way to entice passive candidates to consider your job opening who are not actively looking for work.
It can be a way to show them that your company values their skills and that they can get extra money upfront in exchange for committing to a specific amount of work in the future.
Run a Small Ad to Test the Market
Because passive candidates are not actively looking for work, they are not likely to see the job posting when you place it online. You can test the market and see if passive candidates are interested in your job opening by running a small advertisement in an industry publication or online.
To do this, you can create a targeted advertisement that is focused on finding passive candidates who would be interested in your career field and job opening.
Ads like this are usually placed in publications that are read by people in a specific field. If a publication is read mostly by passive candidates, they are not likely to be interested in a specific job opening.