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 need to find a candidate well before they leave their job or put a resume on a job board. In fact you need to find them on day one that they are interested. That is power that your competition can never touch.
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.
When a candidate finds a job they are excited for the first six to twelve months and then after that they have a chance to feel growing discomfort. They are willing to at least see what is going on in other offices.
This person is willing to explore other opportunities out there without expressing it to anyone. They are going to peek into the doors of other work environments if they can and see what exciting projects or stretching career opportunities are being thrown out there. EnticeLabs has an applicable recruiting tool called TalentSeekr that helps these exploring passive candidates take a look into a company's culture.
After these first few days they become willing to test the waters and talk proactively with trusted advocates. They will go to peers in other companies they have worked with or even trusted recruiters. They stay employed, but they are more proactive in their searching and willing to listen even longer.
The next step is they become a searcher and look on search engines like google or even career sites, niche sites, user forums, etc. This will happen during the first couple weeks and should be the latest you get involved in this process.
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.
You need to find a candidate well before they leave their job or put a resume on a job board. In fact you need to find them on day one that they are interested. That is power that your competition can never touch.
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.
When a candidate finds a job they are excited for the first six to twelve months and then after that they have a chance to feel growing discomfort. They are willing to at least see what is going on in other offices.
This person is willing to explore other opportunities out there without expressing it to anyone. They are going to peek into the doors of other work environments if they can and see what exciting projects or stretching career opportunities are being thrown out there. EnticeLabs has an applicable recruiting tool called TalentSeekr that helps these exploring passive candidates take a look into a company's culture.
After these first few days they become willing to test the waters and talk proactively with trusted advocates. They will go to peers in other companies they have worked with or even trusted recruiters. They stay employed, but they are more proactive in their searching and willing to listen even longer.
The next step is they become a searcher and look on search engines like google or even career sites, niche sites, user forums, etc. This will happen during the first couple weeks and should be the latest you get involved in this process.
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.
About the Author:
Cade Krueger works with recruiters as the Director of Sales for Entice Labs and assists recruiters with locating legitimate job candidates for quality hires. He also promotes a recruiting technology, called TalentSeekr, for job recruitment that reaches five times the candidates at a tenth of the cost of job boards. This assists to save recruiters time and money.
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