You need to stay ahead of your competition as a recruiter. One of the best ways to do this is through sourcing candidates as soon as they are interested. The question is how do you do that?
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.
During the first six to twelve months of a job a candidate is excited about it and they are not looking anywhere else. After that they face the chance of growing in discomfort and excitement with their current job.
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 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.
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. - 16069
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.
During the first six to twelve months of a job a candidate is excited about it and they are not looking anywhere else. After that they face the chance of growing in discomfort and excitement with their current job.
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 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.
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. - 16069
About the Author:
Cade Krueger works with recruiters as the Director of Sales for Entice Labs and helps recruiters with finding legitimate job candidates for quality hires. He also promotes a recruiting technology, called TalentSeekr, for job recruitment that reaches five times the audience at a tenth of the cost of job boards. This helps to save recruiters time and money.
