It can be so difficult for you to stay ahead of the competition when it comes to being a recruiter. It can be a cutthroat situation and you have to find your ideal candidates before your competition even knows they exist. So how do you separate yourself?
You have to find them well before they leave their job or put their resume on a job board because they are already taken if they are talented enough. In fact you need to shoot for being there on day one of their interest. That is something your competition will never be able to compete with.
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.
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 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.
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.
Look to optimize for keywords that your ideal candidates would be searching for and make sure they come to your microsites or niche sites first. Chances are they are searching for "position, city, job" when it comes to these sites. Get to them before they move toward job boards because if they are any good they will probably get snatched up earlier. - 16003
You have to find them well before they leave their job or put their resume on a job board because they are already taken if they are talented enough. In fact you need to shoot for being there on day one of their interest. That is something your competition will never be able to compete with.
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.
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 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.
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.
Look to optimize for keywords that your ideal candidates would be searching for and make sure they come to your microsites or niche sites first. Chances are they are searching for "position, city, job" when it comes to these sites. Get to them before they move toward job boards because if they are any good they will probably get snatched up earlier. - 16003
About the Author:
Cade Krueger consults with recruiters as the Director of Sales for Entice Labs and helps recruiters with locating ideal job candidates for excellent hires. He also endorses a recruiting technology, called TalentSeekr, for job recruitment that reaches five times the audience at a fraction of the cost of job boards. This helps to save recruiters time and money.
