The fastest way to find employees is to stop waiting for applicants and go where the right people already spend time. Post a clear job ad, ask your team for referrals, and run targeted ads on social media to reach people who are not looking. Most good candidates are not on job boards, so a job board alone will rarely be enough.
Below are nine channels, what each one is good for, and a simple process to go from an open role to a signed offer.
Where to find employees: 9 channels compared
| Channel | Best for | Reaches people who are not looking? | Cost |
|---|---|---|---|
| Job boards | Common roles with many active job seekers | No | Free to paid per post or click |
| Your careers page | Companies people already know | No | Low |
| Employee referrals | Most roles, especially skilled ones | Yes | Referral bonus if you offer one |
| Social media ads | Local, frontline and skilled roles in volume | Yes | Ad budget |
| LinkedIn outreach | Office, tech and management roles | Yes | Time, or a paid seat |
| Your talent pool | Roles you hire for again and again | Partly | Low once it is built |
| Schools and trade programs | Entry-level and apprentices | Partly | Time |
| Public employment services | Entry-level and subsidised roles | No | Usually free |
| Recruitment agencies | Hard-to-fill and senior roles | Yes | Usually 15–25% of salary |
1. Write a job ad people actually finish reading
Put the job title, location, pay range and hours in the first lines. Say what the work is like on a normal day, and list only the requirements you will really screen on. Around 60% of candidates abandon long application forms, so keep the application short: a name, a phone number and a few questions is often enough to start.
2. Ask your team first
Your employees know people who do the same job. Tell them exactly who you are looking for, give them a short message they can forward, and thank them fast when they send someone. A small bonus helps, but a quick response from you matters more.
3. Reach people who are not looking
Eight out of ten good candidates are not actively job hunting. They do not read job boards, but they scroll Facebook, Instagram and TikTok every day. Targeted ads by location, interests and job title put your role in front of them. A short form on mobile turns interest into an application.
This is what SmartHire does: we run the campaigns, screen the people who respond against your requirements and only send you the ones who fit. First candidates usually arrive within 3–5 days.
4. Contact people directly
For specialist and office roles, search LinkedIn or industry communities and send a short personal message. Mention why you picked that person, what the role offers and one clear next step. Follow up once if you get no answer.
5. Keep a talent pool
Strong runners-up from your last hire are your best source for the next one. Save them with a note on why they were good, and contact them first when a similar role opens.
How to hire employees: a two-week process
- Day 1: agree on the must-haves, pay range and who decides
- Day 1–2: publish the job ad and start your outreach and ads
- Day 3–7: screen applicants with a short phone call, the same questions for everyone
- Day 5–10: run structured interviews with a simple scorecard
- Day 8–12: check references for your top choice
- Day 10–14: make the offer, confirm in writing and plan the first week
Speed matters. Good candidates often have several options, and a slow process loses them. Book interviews within a day or two of a good application.
Paperwork when you hire
The rules depend on the country. In the US, new hires fill in Form I-9 to verify they can work and Form W-4 for tax withholding, and you report new hires to your state. In the UK you check the right to work and set the person up on payroll. Check the official guidance for your country before the first day.
Common mistakes when looking for employees
- Relying on one job board and waiting
- Vague ads with no pay range
- Long application forms that people give up on
- Days or weeks between steps, so the best candidates accept another offer
- Hiring on gut feeling instead of the same questions for everyone
What is the best way to find employees?
Use more than one channel. A clear job ad covers active job seekers, referrals bring trusted people, and social media ads reach the majority who are not looking. Which one works best depends on the role and your location.
How do I find employees fast?
Start ads and referrals on the same day you publish the job, keep the application short, and call good applicants within 24 hours. Slow replies lose more candidates than most teams expect.
Where can I find employees for free?
Your careers page, free job board listings, employee referrals, public employment services, schools and your own social media pages cost nothing but time. They work best for common roles where many people are already searching.
How do small businesses find employees?
Small businesses often do best with referrals and local social media ads, because they compete on being close to home and personal rather than on brand. Mention the location, the team and the pay clearly.
Want to increase your candidate flow?
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