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 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.
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.
This person is willing to explore other opportunities out there without expressing it to anyone. They are going to peek into the doors of other work environments if they can and see what exciting projects or stretching career opportunities are being thrown out there. EnticeLabs has an applicable recruiting tool called TalentSeekr that helps these exploring passive candidates take a look into a company's culture.
After the first couple days they will go to trusted peers from previous work locations or recruiters and verbally mention some interest in seeing what is out there. At this point they are still employed, but they are more vocal about their discomfort and interest in change.
Then if that doesn't work then they will search through search engines on their own or go to trusted niche sites, user forums, and blogs to find opportunities. This will be the first couple weeks and this is really the last stage you should be entering into the game.
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. - 16651
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 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.
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.
This person is willing to explore other opportunities out there without expressing it to anyone. They are going to peek into the doors of other work environments if they can and see what exciting projects or stretching career opportunities are being thrown out there. EnticeLabs has an applicable recruiting tool called TalentSeekr that helps these exploring passive candidates take a look into a company's culture.
After the first couple days they will go to trusted peers from previous work locations or recruiters and verbally mention some interest in seeing what is out there. At this point they are still employed, but they are more vocal about their discomfort and interest in change.
Then if that doesn't work then they will search through search engines on their own or go to trusted niche sites, user forums, and blogs to find opportunities. This will be the first couple weeks and this is really the last stage you should be entering into the game.
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. - 16651
About the Author:
Cade Krueger works with recruiters as the Director of Sales for Entice Labs and helps recruiters with finding ideal job candidates for quality hires. He also endorses a recruiting tool, called TalentSeekr, for job recruitment that reaches five times the candidates at a fraction of the cost of job boards. This helps to save recruiters time and money.
