If you want to build a solid nurturing campaign and continue to find your candidates before your competition does then there are some important techniques and tools you need to use. If you use them wisely then you will leverage your time better and get better results.
The sad truth is that if it take a couple weeks to get to a candidate then you are either getting to them to late or they are not an ideal candidate. You have to become a master with the phone and internet when it comes to networking candidates.
Understand that a candidate will look at opportunities first before going to any trusted sources to peek into other situations to see what is going on. They want to understand what options they have out there before they go to a recruiter or a trusted work peer they have interaction with.
It doesn't mean they are willing to leave their job, but they are losing their passion for their job and don't see a great future in their career. They want something that will excite them by not just giving them more pay, but finding really exciting work and innovative work projects.
A candidate will be willing to give up pay if it means they are doing something that they truly enjoy. You have to find something for them that fits their desired growth and where they want to go with life.
If you are filling a job for a specific location then find out exactly what the ideal candidate will be looking for. Ask candidates questions that will help lead them to the understanding of what this job can do for them.
Look for ways to leverage your sourcing by using EnticeLabs' TalentSeekr if you are looking to focus on SEM or Pay Per Click. If you want to leverage with SEO then I suggest that you use Jobs2Web. Both routes are important for leveraging your brand online and using diversity.
As you collect these names you should have some type of recruiting CRM like iCIMS to collect all of these names and use them wisely. You should nurture them as much as possible. If you do this then you will create a fortune and have a never ending pipeline to market to. - 16069
The sad truth is that if it take a couple weeks to get to a candidate then you are either getting to them to late or they are not an ideal candidate. You have to become a master with the phone and internet when it comes to networking candidates.
Understand that a candidate will look at opportunities first before going to any trusted sources to peek into other situations to see what is going on. They want to understand what options they have out there before they go to a recruiter or a trusted work peer they have interaction with.
It doesn't mean they are willing to leave their job, but they are losing their passion for their job and don't see a great future in their career. They want something that will excite them by not just giving them more pay, but finding really exciting work and innovative work projects.
A candidate will be willing to give up pay if it means they are doing something that they truly enjoy. You have to find something for them that fits their desired growth and where they want to go with life.
If you are filling a job for a specific location then find out exactly what the ideal candidate will be looking for. Ask candidates questions that will help lead them to the understanding of what this job can do for them.
Look for ways to leverage your sourcing by using EnticeLabs' TalentSeekr if you are looking to focus on SEM or Pay Per Click. If you want to leverage with SEO then I suggest that you use Jobs2Web. Both routes are important for leveraging your brand online and using diversity.
As you collect these names you should have some type of recruiting CRM like iCIMS to collect all of these names and use them wisely. You should nurture them as much as possible. If you do this then you will create a fortune and have a never ending pipeline to market to. - 16069
About the Author:
Cade Krueger works 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 tenth of the investment of job boards. This assists companies and recruiting firms to save recruiters time and money.
