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?
Your main focus should be on contacting a candidate even before they leave there job. You need to find them on day one of their interest. If you are able to do that you have assets that your competition can't challenge.
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.
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.
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.
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.
If you can optimize for the keywords that your candidates are searching for then you will find them first. Often they search for "position, city, job" when looking for a new career. If they have made it to job boards then you have gotten involved too late in the process. - 15431
Your main focus should be on contacting a candidate even before they leave there job. You need to find them on day one of their interest. If you are able to do that you have assets that your competition can't challenge.
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.
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.
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.
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.
If you can optimize for the keywords that your candidates are searching for then you will find them first. Often they search for "position, city, job" when looking for a new career. If they have made it to job boards then you have gotten involved too late in the process. - 15431
About the Author:
Cade Krueger works with recruiters as the Director of Sales for Entice Labs and helps recruiters with finding ideal job candidates for excellent hires. He also endorses a recruiting technology, called TalentSeekr, for job recruitment that reaches five times the candidates at a fraction of the cost of job boards. This helps to save recruiters time and money.
