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 start off looking for opportunities online at career pages, niche sites, forums, etc. before talking to any trusted source. This is when you can first find them. After this they will start talking with peers they have worked with before or recruiters they have had good experiences with.
It doesn't mean they are willing to leave their job, but they are losing their passion for their job and don't see a great future in their career. They want something that will excite them by not just giving them more pay, but finding really exciting work and innovative work projects.
A candidate will be willing to give up pay if it means they are doing something that they truly enjoy. You have to find something for them that fits their desired growth and where they want to go with life.
If you have a specific job you have to fill for a corporation then understand who it is that you are looking for and how they would find that position appealing. Use those unique selling points and stick that into your pitch. Ask them questions that would lead them to realizing that this job does fit their benefits.
Make sure that you are using SEM and SEO to diversify and leverage intelligently online to get in front of a lot of people. EnticeLabs and their TalentSeekr product is great for SEM and Jobs2Web does well with targeting SEO.
As you find these solid candidates you have to create solid recruiting nurturing tanks. The best way to do this is with a solid recruiting CRM like iCIMS to collect these names and keep marketing to them while saving you time.
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 start off looking for opportunities online at career pages, niche sites, forums, etc. before talking to any trusted source. This is when you can first find them. After this they will start talking with peers they have worked with before or recruiters they have had good experiences with.
It doesn't mean they are willing to leave their job, but they are losing their passion for their job and don't see a great future in their career. They want something that will excite them by not just giving them more pay, but finding really exciting work and innovative work projects.
A candidate will be willing to give up pay if it means they are doing something that they truly enjoy. You have to find something for them that fits their desired growth and where they want to go with life.
If you have a specific job you have to fill for a corporation then understand who it is that you are looking for and how they would find that position appealing. Use those unique selling points and stick that into your pitch. Ask them questions that would lead them to realizing that this job does fit their benefits.
Make sure that you are using SEM and SEO to diversify and leverage intelligently online to get in front of a lot of people. EnticeLabs and their TalentSeekr product is great for SEM and Jobs2Web does well with targeting SEO.
As you find these solid candidates you have to create solid recruiting nurturing tanks. The best way to do this is with a solid recruiting CRM like iCIMS to collect these names and keep marketing to them while saving you time.
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 tool, called TalentSeekr, for recruiting advertisement that reaches five times the candidates at a tenth of the investment of job boards. This assists companies and recruiting firms to save recruiters time and money.
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