It is so important as a recruiter to have avenues that your competition doesn't have. It can make the difference on getting to the candidates before your competition does. So how do you do it?
You have to find them well before they leave their job or put their resume on a job board because they are already taken if they are talented enough. In fact you need to shoot for being there on day one of their interest. That is something your competition will never be able to compete with.
It is probably common that if you are struggling with recruiting then you are finding candidates that have been approached by competition several times before you do. If this is the case then you have a problem and you have lost the chance to gain trust.
Often when a candidate gets a job they are experiencing a fast level of growth and optimism in the first six to twelve months. After that they can start to feel a level of growing discomfort or dissatisfaction.
Initially this type of person is open to exploring other job opportunities out there and peek into different doors to see what life would be like in other offices. You need to give them this as soon as possible by providing an outlet for them to look into these environments. EnticeLabs has an applicable tool called TalentSeekr that automates this process of helping ideal candidates get a look into your company culture.
After the first couple days they will go to trusted peers from previous work locations or recruiters and verbally mention some interest in seeing what is out there. At this point they are still employed, but they are more vocal about their discomfort and interest in change.
After testing the waters they become searchers and start using search engines like Google and Yahoo to check career sites, user forums, niche sites, etc. This usually happens in week 1 or 2.
One of the smartest things you can do is to create microsites based around those ideal candidates and optimize for "position, city, job". This will allow for you to be on the first page of search engines like Google and get to them before they take that final step to job boards. - 16035
You have to find them well before they leave their job or put their resume on a job board because they are already taken if they are talented enough. In fact you need to shoot for being there on day one of their interest. That is something your competition will never be able to compete with.
It is probably common that if you are struggling with recruiting then you are finding candidates that have been approached by competition several times before you do. If this is the case then you have a problem and you have lost the chance to gain trust.
Often when a candidate gets a job they are experiencing a fast level of growth and optimism in the first six to twelve months. After that they can start to feel a level of growing discomfort or dissatisfaction.
Initially this type of person is open to exploring other job opportunities out there and peek into different doors to see what life would be like in other offices. You need to give them this as soon as possible by providing an outlet for them to look into these environments. EnticeLabs has an applicable tool called TalentSeekr that automates this process of helping ideal candidates get a look into your company culture.
After the first couple days they will go to trusted peers from previous work locations or recruiters and verbally mention some interest in seeing what is out there. At this point they are still employed, but they are more vocal about their discomfort and interest in change.
After testing the waters they become searchers and start using search engines like Google and Yahoo to check career sites, user forums, niche sites, etc. This usually happens in week 1 or 2.
One of the smartest things you can do is to create microsites based around those ideal candidates and optimize for "position, city, job". This will allow for you to be on the first page of search engines like Google and get to them before they take that final step to job boards. - 16035
About the Author:
Cade Krueger consults with recruiters as the Director of Sales for Entice Labs and helps recruiters with finding legitimate job candidates for excellent hires. He also endorses a recruiting tool, called TalentSeekr, for job recruitment that reaches five times the audience at a fraction of the cost of job boards. This helps to save recruiters time and money.
