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.
Many recruiters get to their contacts way too late. They don't do the necessary steps to network with the phone and websites to find a candidate early when they are first interested and exploring opportunities on their own.
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.
In fact a candidate will go for less pay if they can see there is a great future in a new career where they feel valued and that they are doing something exciting. It just has to fit where they see themselves going 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 collect these names you should have some type of recruiting CRM like iCIMS to collect all of these names and use them wisely. You should nurture them as much as possible. If you do this then you will create a fortune and have a never ending pipeline to market to. - 16003
Many recruiters get to their contacts way too late. They don't do the necessary steps to network with the phone and websites to find a candidate early when they are first interested and exploring opportunities on their own.
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.
In fact a candidate will go for less pay if they can see there is a great future in a new career where they feel valued and that they are doing something exciting. It just has to fit where they see themselves going 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 collect these names you should have some type of recruiting CRM like iCIMS to collect all of these names and use them wisely. You should nurture them as much as possible. If you do this then you will create a fortune and have a never ending pipeline to market to. - 16003
About the Author:
Cade Krueger consults with recruiters as the Director of Sales for Entice Labs and assists recruiters with recruiting candidates for quality hires. He also promotes a product, called TalentSeekr, for recruiting advertisement that sources five times the audience at a tenth of the cost of job boards. This assists companies and recruiting firms to save recruiters time and money.
