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?
You need to find a candidate well before they leave their job or put a resume on a job board. In fact you need to find them on day one that they are interested. That is power that your competition can never touch.
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.
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.
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.
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. - 15478
You need to find a candidate well before they leave their job or put a resume on a job board. In fact you need to find them on day one that they are interested. That is power that your competition can never touch.
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.
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.
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.
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. - 15478
About the Author:
Cade Krueger works with recruiters as the Director of Sales for Entice Labs and helps recruiters with locating legitimate job candidates for quality 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.
