It can be so difficult for you to stay ahead of the competition when it comes to being a recruiter. It can be a cutthroat situation and you have to find your ideal candidates before your competition even knows they exist. So how do you separate yourself?
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 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.
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.
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.
The next step is they become a searcher and look on search engines like google or even career sites, niche sites, user forums, etc. This will happen during the first couple weeks and should be the latest you get involved in this process.
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. - 16039
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 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.
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.
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.
The next step is they become a searcher and look on search engines like google or even career sites, niche sites, user forums, etc. This will happen during the first couple weeks and should be the latest you get involved in this process.
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. - 16039
About the Author:
Cade Krueger works with recruiters as the Director of Sales for Entice Labs and helps recruiters with locating ideal job candidates for excellent hires. He also endorses a recruiting tool, 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.
