If you want to build a solid nurturing campaign and continue to find your candidates before your competition does then there are some important techniques and tools you need to use. If you use them wisely then you will leverage your time better and get better results.
If you are not getting to candidates until a couples weeks after they have shown some level of interest then you are too late or they are probably not an ideal candidate. The best candidates you have to get to on day one before your competition does.
Candidates will look at opportunities on their own to get a peek into what other cultures look like out there. They will do this before going to talk with trusted work peers or recruiters because they are curious.
It doesn't mean they are going to leave their job, but it means they are losing passion and want to see if their is a better future in another job with another company. They want to peek into other campuses to see if there are exciting work or 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 with SEM and SEO to get your brand out there faster with more eyes able to see it. I suggest that you go toward EnticeLabs and TalentSeekr if you want to focus on SEM and Jobs2Web if you are targeting SEO.
As you find these candidates you need to use a solid recruiting CRM to organize and continue to nurture these candidates. iCIMS is a solid CRM that you can use to keep going at your candidates to show you are valued asset. - 16651
If you are not getting to candidates until a couples weeks after they have shown some level of interest then you are too late or they are probably not an ideal candidate. The best candidates you have to get to on day one before your competition does.
Candidates will look at opportunities on their own to get a peek into what other cultures look like out there. They will do this before going to talk with trusted work peers or recruiters because they are curious.
It doesn't mean they are going to leave their job, but it means they are losing passion and want to see if their is a better future in another job with another company. They want to peek into other campuses to see if there are exciting work or 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 with SEM and SEO to get your brand out there faster with more eyes able to see it. I suggest that you go toward EnticeLabs and TalentSeekr if you want to focus on SEM and Jobs2Web if you are targeting SEO.
As you find these candidates you need to use a solid recruiting CRM to organize and continue to nurture these candidates. iCIMS is a solid CRM that you can use to keep going at your candidates to show you are valued asset. - 16651
About the Author:
Cade Krueger works with recruiters as the Director of Sales for Entice Labs and helps recruiters with recruiting candidates for talented hires. He also promotes a product, called TalentSeekr, for recruiting advertisement that sources five times the candidates at a tenth of the investment of job boards. This helps companies and recruiting firms to save recruiters time and money.
