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 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.
Many of you probably go through recruiting with little results because you come upon a candidate that has already been approached by four other recruiters and has numerous job offers. This can be a challenge because not only do you have that competition, but others have had an opportunity to build trust with them.
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.
Next you have employees that are willing to get their feet wet to talk further with confidants from past professional experiences or even a recruiter they have worked with before. They are still employed, but more interested than before and realizing that their current job isn't cutting their needs.
Then if that doesn't work then they will search through search engines on their own or go to trusted niche sites, user forums, and blogs to find opportunities. This will be the first couple weeks and this is really the last stage you should be entering into the game.
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. - 18099
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.
Many of you probably go through recruiting with little results because you come upon a candidate that has already been approached by four other recruiters and has numerous job offers. This can be a challenge because not only do you have that competition, but others have had an opportunity to build trust with them.
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.
Next you have employees that are willing to get their feet wet to talk further with confidants from past professional experiences or even a recruiter they have worked with before. They are still employed, but more interested than before and realizing that their current job isn't cutting their needs.
Then if that doesn't work then they will search through search engines on their own or go to trusted niche sites, user forums, and blogs to find opportunities. This will be the first couple weeks and this is really the last stage you should be entering into the game.
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. - 18099
About the Author:
Cade Krueger works with recruiters as the Director of Sales for Entice Labs and helps recruiters with locating legitimate job candidates for quality hires. He also endorses 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.
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