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 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 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 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.
After testing the waters they become searchers and start using search engines like Google and Yahoo to check career sites, user forums, niche sites, etc. This usually happens in week 1 or 2.
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.
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 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 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.
After testing the waters they become searchers and start using search engines like Google and Yahoo to check career sites, user forums, niche sites, etc. This usually happens in week 1 or 2.
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.
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 candidates at a tenth of the cost of job boards. This helps to save recruiters time and money.
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