Human Resources

Recruitment Phase

Build your candidate pool

Building a skilled and diverse applicant pool takes work. It is not enough to post the position and hope for qualified applicants to apply. Posting your position on local and national websites is helpful to get the word out, but according to a 2014 study, only 20 percent of job seekers find their jobs through online job postings.


The vast majority of job seekers find out about job opportunities by networking. To verify this, ask your coworkers how they first found out about working at Reed. This is especially true for passive job seekers. Those who are happily employed and not actively seeking a new opportunity are often the strongest candidates. This is why it is essential to share your open position with as many people as possible. Email your professional and personal contacts to let them know that you’re hiring, to ask their advice about your search, and to ask them to pass the word. Here is a sample networking email.

Developing a diverse applicant pool is an ongoing, year-round activity. The most effective way to develop a diverse applicant pool is to network and build relationships with ethnically diverse community organizations and individuals. Reed asks employees to build one diverse professional networking relationship each month. Then, when a position is open, you already have a list of diverse networks and individuals to contact.

For staff positions, we do not use application due dates. Often it takes a long time to get the word to passive job seekers that we have a position open. Those that do know of the opening may wait until the deadline, leaving you unable to gauge the depth of your candidate pool until it’s too late. Keeping the recruitment open until an offer is extended and accepted allows us to review the largest pool of candidates for the position.

Follow up with applicants

As you build your applicant pool, it is important to connect with qualified applicants very soon after they apply. You should connect with strong candidates within two weeks of them applying in order to ensure that they remain excited about your opportunity. In fact, throughout your recruitment, you should never go longer than two weeks without providing your strong applicants with an update about their candidacy.

You should also follow up thoughtfully with candidates who have an affiliation with Reed, such as current employees, alumni or referrals by alumni, faculty, or staff. Members of our community expect and deserve to be informed of the status of their candidacy in a timely manner.

If you encounter a candidate who is terrific for Reed but perhaps does not have the qualifications for your position, please stay in contact with that person and refer them to other openings. Recruiting great employees to Reed is everyone’s responsibility.

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