If you set up a nurturing campaign extremely well and recruit candidates early on then you will find so much success and destroy your competition. There are several steps you need to follow in order to make this happen.
If you are not getting to candidates until a couples weeks after they have shown some level of interest then you are too late or they are probably not an ideal candidate. The best candidates you have to get to on day one before your competition does.
Candidates will look at opportunities on their own to get a peek into what other cultures look like out there. They will do this before going to talk with trusted work peers or recruiters because they are curious.
They are not willing to leave their job, but they are losing interest in their current position and realizing they are not happy with their future. They are looking for jobs that will stretch them with exciting work and innovative projects.
A candidate will be willing to get paid less in order to find some job that provides them with joy and a feeling of worth in their life that they are currently missing. It has to fit their long term or at least short term goals in life.
If you are trying to find a candidate for a specific company than you need to know who that ideal person is for that company. Know what they want and make it exciting in your online advertisements toward your candidates.
Look for ways to leverage with SEM and SEO to get your brand out there faster with more eyes able to see it. I suggest that you go toward EnticeLabs and TalentSeekr if you want to focus on SEM and Jobs2Web if you are targeting SEO.
As you find these solid candidates you have to create solid recruiting nurturing tanks. The best way to do this is with a solid recruiting CRM like iCIMS to collect these names and keep marketing to them while saving you time. - 16035
If you are not getting to candidates until a couples weeks after they have shown some level of interest then you are too late or they are probably not an ideal candidate. The best candidates you have to get to on day one before your competition does.
Candidates will look at opportunities on their own to get a peek into what other cultures look like out there. They will do this before going to talk with trusted work peers or recruiters because they are curious.
They are not willing to leave their job, but they are losing interest in their current position and realizing they are not happy with their future. They are looking for jobs that will stretch them with exciting work and innovative projects.
A candidate will be willing to get paid less in order to find some job that provides them with joy and a feeling of worth in their life that they are currently missing. It has to fit their long term or at least short term goals in life.
If you are trying to find a candidate for a specific company than you need to know who that ideal person is for that company. Know what they want and make it exciting in your online advertisements toward your candidates.
Look for ways to leverage with SEM and SEO to get your brand out there faster with more eyes able to see it. I suggest that you go toward EnticeLabs and TalentSeekr if you want to focus on SEM and Jobs2Web if you are targeting SEO.
As you find these solid candidates you have to create solid recruiting nurturing tanks. The best way to do this is with a solid recruiting CRM like iCIMS to collect these names and keep marketing to them while saving you time. - 16035
About the Author:
Cade Krueger consults with recruiters as the Director of Sales for Entice Labs and assists recruiters with recruiting candidates for talented hires. He also promotes a product, called TalentSeekr, for recruiting advertisement that sources five times the audience at a fraction of the cost of job boards. This assists companies and recruiting firms to save recruiters time and money.
