As a recruiter you might have a rough time finding the best candidate but you shouldn’t despair yet, there is hope. Check out what you can do instead.
Everyone wants to recruit the best of the best, but is that even possible? Well, this depends on how you define ‘the best candidate’. There are many skilled jobseekers out there, however, only a few of them are a good fit for your company. Perhaps the trickiest part of the recruiting process is finding that perfect match because let’s be honest, anyone can work for your business, but do they blend in with the rest of the staff and work environment so that they can produce quality work? How do you find the best candidate?
As a recruiter hoping to stand out in a saturated market, you should go beyond the basics of recruiting and come up with alternative strategies for sourcing candidates effectively. So, here are some recruiting tips that can help you get the job candidates you need to have in your team.
1. Advertise Jobs on Niche Job Boards
Big job boards are a great tool for both recruiters and jobseekers. As a recruiter, job boards like Indeed, Craigslist and Monster allow you to get your job post seen by a massive pool of candidates. But, if you want to recruit a person for a specialised position it’s better to check out smaller or niche job boards. On these job boards, you will find skilled and interested individuals looking to find a job in their field and are more likely to know what they are after in their careers.
Job candidates searching for a job on niche job boards aren’t blindly looking for just any job. They know what they need from an employer, and they are probably going to ask for it, and this means that you should be prepared for them. The good thing is that these job candidates are more aware of their skills and what they can offer and they match these to the requirements of the position. Some good niche job boards to check out if you want to advertise creative positions are Talent Zoo, Krop, Authentic Jobs and Dribbble.
2. Search for Talent Even Though You Are Not Hiring
Most recruiters start searching for job candidates in the peak periods throughout the year, and this is around January and September when the majority of company restructures take place. While this is a good hiring tactic, it’s important to keep your eyes peeled for new talent and stay proactive with your recruiting efforts. This helps to create a database of top-notch job candidates that is going to be handy when there is an open position in your company.
The best way to do this is to reach out to passive candidates because these people have the skills and the experience you need. While it’s easy to approach these candidates through LinkedIn, it might be difficult to convince them to leave their current position which they are happy with and get to them work for you. You need to give them some good reasons to switch jobs.
3. Show How Your Company Stands Out
Passive candidates are hard to get, but a well-thought-out branding strategy can make things easier. If you want them to come to you, you have to be willing to find out what their current employer offers and give them what they need. Are we talking about a higher salary? A better health insurance package or better working hours? If you are willing to invest more money, you are going to get more back from these skilled candidates once they start working for you. That is of course if you have the appropriate funds.
An excellent way to promote your business is to create a series of clever-catchy job advertisements to spark their interest. This works well as a marketing tool because it gives a useful insight into the company culture and focuses on the benefits of working for the company. It shows how creative and innovative the company is and makes them think that they want to be part of that.
Before you start getting CVs, reflect on how you would like to position your company within the market so that you highlight on the perks of working at your company. To help you out, your recruiting efforts should give out the answer to ‘why should we work for you’.
4. Focus on Employee Happiness
Job search statistics show that out of the five things jobseekers look for in a job, the most important is company culture. If you want to attract skilled job candidates, you need to show how you have a good work environment that values and appreciates current employees. In terms of boosting your company’s reputation, employees take a central role, because these are the people who are going to tell others how happy and satisfied they are with their jobs and employer. Words spread fast and jobseekers considering applying for a job at your company will have more reasons to do so.
Keeping your employees happy benefits your recruiting efforts. Since your employees are going to talk about their jobs with people in their network who are likely to be as talented as your employees, you need this kind of exposure. A single complaint from a frustrated employee, however, can seriously hurt the reputation of your business. In fact, about 11 percent of jobseekers said they would decline a job offer from an employer with a bad reputation. So it goes something like this: Good work environment = happy employees = increased reputation = more skilled candidates. Quite simple isn’t it?
5. Go Beyond the Social Media Scene
Most recruiters forget one crucial element of recruiting, and that is online marketing. With the popularity of social media on the rise, you should make the most of these sites to leverage talent. Currently, about 80 percent of jobseekers use social media to search for jobs, and 1 out of 5 are applying for a job they learnt about on these sites. You should go where these job candidates are and promote your business brand posting industry-relevant content and open vacancies on social media.
You shouldn’t forget that mobile recruiting has become a trend now as 90 percent of jobseekers are using their mobiles to find jobs. Investing in mobile recruiting is one of the best sourcing methods you can try out and there are plenty of ways to make this work. Mobile recruiting by text and recruiting apps, for example, might be worth checking out.
Not every job candidate is a good fit for your company. To get the ones you need on your team, you have to be more proactive and approach passive candidates the right way. You also need to go out to the skilled job candidates’ hiding place – the niche job boards and promote your company in the best possible light. Are you doing any of this? Let me know in the comments section below…