It is so important for you to set up your recruiting system properly whether you are a external head hunter or a manager setting up your recruiting department. It is important you do everything you can to get to candidates and retain them well as they go through their job decision process.
Many recruiters get to their contacts way too late. They don't do the necessary steps to network with the phone and websites to find a candidate early when they are first interested and exploring opportunities on their own.
Candidates will start off looking for opportunities online at career pages, niche sites, forums, etc. before talking to any trusted source. This is when you can first find them. After this they will start talking with peers they have worked with before or recruiters they have had good experiences with.
They are not willing to leave their job, but they are losing interest in their current position and realizing they are not happy with their future. They are looking for jobs that will stretch them with exciting work and 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.
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. - 16039
Many recruiters get to their contacts way too late. They don't do the necessary steps to network with the phone and websites to find a candidate early when they are first interested and exploring opportunities on their own.
Candidates will start off looking for opportunities online at career pages, niche sites, forums, etc. before talking to any trusted source. This is when you can first find them. After this they will start talking with peers they have worked with before or recruiters they have had good experiences with.
They are not willing to leave their job, but they are losing interest in their current position and realizing they are not happy with their future. They are looking for jobs that will stretch them with exciting work and 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.
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. - 16039
About the Author:
Cade Krueger consults with recruiters as the Director of Sales for Entice Labs and helps recruiters with recruiting candidates for talented hires. He also promotes a tool, called TalentSeekr, for recruiting advertisement that sources five times the audience at a fraction of the investment of job boards. This helps companies and recruiting firms to save recruiters time and money.
