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 talked to by your competition numerous times before you even get on the phone with them. This can be difficult for any recruiter to gain trust when they are number 15 in line of numerous recruiters that all sound the same.
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 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.
Look to optimize for keywords that your ideal candidates would be searching for and make sure they come to your microsites or niche sites first. Chances are they are searching for "position, city, job" when it comes to these sites. Get to them before they move toward job boards because if they are any good they will probably get snatched up earlier. - 16928
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 talked to by your competition numerous times before you even get on the phone with them. This can be difficult for any recruiter to gain trust when they are number 15 in line of numerous recruiters that all sound the same.
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 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.
Look to optimize for keywords that your ideal candidates would be searching for and make sure they come to your microsites or niche sites first. Chances are they are searching for "position, city, job" when it comes to these sites. Get to them before they move toward job boards because if they are any good they will probably get snatched up earlier. - 16928
About the Author:
Cade Krueger works with recruiters as the Director of Sales for Entice Labs and assists recruiters with finding legitimate job candidates for excellent hires. He also promotes a recruiting tool, called TalentSeekr, for job recruitment that reaches five times the candidates at a fraction of the cost of job boards. This assists to save recruiters time and money.
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