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.
If you are not getting to candidates until a couples weeks after they have shown some level of interest then you are too late or they are probably not an ideal candidate. The best candidates you have to get to on day one before your competition does.
Candidates will look at opportunities on their own to get a peek into what other cultures look like out there. They will do this before going to talk with trusted work peers or recruiters because they are curious.
It doesn't mean they are going to leave their job, but it means they are losing passion and want to see if their is a better future in another job with another company. They want to peek into other campuses to see if there are exciting work or innovative projects.
A candidate will be willing to get paid less in order to find some job that provides them with joy and a feeling of worth in their life that they are currently missing. It has to fit their long term or at least short term goals in life.
If you are trying to find a candidate for a specific company than you need to know who that ideal person is for that company. Know what they want and make it exciting in your online advertisements toward your candidates.
Make sure that you are using SEM and SEO to diversify and leverage intelligently online to get in front of a lot of people. EnticeLabs and their TalentSeekr product is great for SEM and Jobs2Web does well with targeting SEO.
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. - 15431
If you are not getting to candidates until a couples weeks after they have shown some level of interest then you are too late or they are probably not an ideal candidate. The best candidates you have to get to on day one before your competition does.
Candidates will look at opportunities on their own to get a peek into what other cultures look like out there. They will do this before going to talk with trusted work peers or recruiters because they are curious.
It doesn't mean they are going to leave their job, but it means they are losing passion and want to see if their is a better future in another job with another company. They want to peek into other campuses to see if there are exciting work or innovative projects.
A candidate will be willing to get paid less in order to find some job that provides them with joy and a feeling of worth in their life that they are currently missing. It has to fit their long term or at least short term goals in life.
If you are trying to find a candidate for a specific company than you need to know who that ideal person is for that company. Know what they want and make it exciting in your online advertisements toward your candidates.
Make sure that you are using SEM and SEO to diversify and leverage intelligently online to get in front of a lot of people. EnticeLabs and their TalentSeekr product is great for SEM and Jobs2Web does well with targeting SEO.
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. - 15431
About the Author:
Cade Krueger works with recruiters as the Director of Sales for Entice Labs and helps recruiters with recruiting candidates for quality hires. He also endorses a product, called TalentSeekr, for recruiting advertisement that reaches five times the audience at a tenth of the cost of job boards. This helps companies and recruiting firms to save recruiters time and money.
