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.
When a candidate finds a job they are excited for the first six to twelve months and then after that they have a chance to feel growing discomfort. They are willing to at least see what is going on in other offices.
This person is willing to explore other job opportunities without facing consequences of their current job. They are willing to peek into other work environments to see what they have to offer and if they can find an opportunity that means more to them. EnticeLabs has an applicable recruiting tool called TalentSeekr that automates how ideal candidates are able to view 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.
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.
One of the smartest things you can do is to create microsites based around those ideal candidates and optimize for "position, city, job". This will allow for you to be on the first page of search engines like Google and get to them before they take that final step to job boards. - 15359
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.
When a candidate finds a job they are excited for the first six to twelve months and then after that they have a chance to feel growing discomfort. They are willing to at least see what is going on in other offices.
This person is willing to explore other job opportunities without facing consequences of their current job. They are willing to peek into other work environments to see what they have to offer and if they can find an opportunity that means more to them. EnticeLabs has an applicable recruiting tool called TalentSeekr that automates how ideal candidates are able to view 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.
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.
One of the smartest things you can do is to create microsites based around those ideal candidates and optimize for "position, city, job". This will allow for you to be on the first page of search engines like Google and get to them before they take that final step to job boards. - 15359
About the Author:
Cade Krueger works with recruiters as the Director of Sales for Entice Labs and assists recruiters with locating legitimate job candidates for excellent hires. He also promotes a recruiting technology, called TalentSeekr, for job recruitment that reaches five times the candidates at a tenth of the cost of job boards. This assists to save recruiters time and money.
