Finding and placing great job candidates is the goal of any recruiter, but with unemployment at a record lowpoint and plenty of openings to fill, it’s even harder to keep a potential recruit interested.
Here are simple ways you can engage, attract, and ultimately place all your candidates.
After initial interviews with a new candidate, it just isn’t enough to let them sit and wait for a job alert. With unemployment so low, and many recruiters jockeying to represent the best local workers for choice openings, you are going to have to keep your name and face in front of workers frequently. But instead of having a thousand phone calls with no good news, make your touchpoints strategic to keep moving forward.
If they haven’t been placed or put forward for a position in a while, you can also talk to the candidate about areas where they might better fit. The promise of new roles and even a new career can light a fire under a candidate’s desire to leave an old job for a new one.
With your regular touchpoints, you should also act as a thoughtful listener to your candidates. What are they hoping to find in a new job? Are they stressed or frustrated with the hiring process so far? If so, how can you make it easier or clearer so that they stick with you until they land a great job?
Some of the tips of great listening come from shutting off the “sales” part of your recruiter brain. (We know that can be hard!) It can be made easier by getting more one-on-one time with the candidates. Yes, this means you sometimes have to ditch email and phone calls, and get in front of the candidate for some new interactions.
Active listening is more than just waiting your turn to talk. It shows how much you care about their lives and future — something that every great recruiter should excel at.
“Your level of careful active listening in the early stages of getting to know your potential customer primes your future conversations,” writes Stephanie Chung at Inc. Magazine. “If your customer comes away having good feelings about you they will look forward to the next conversation with you.”
More than just answers on a form, having real conversations with candidates helps you understand who they really are. With a more colorful picture painted, you can best help them land a great new position.
Most candidates won’t mind a little automation if it makes their lives easier. A few auto reminders or tips don’t make them think you’ve passed them on to an impersonal experience. But too much of automated experiences can be a different problem.
Make sure your emails, texts, and otherwise automated updates are as personalized as possible to the candidate’s own recruiting journey. It’s also important to not flood a candidate with all the auto-responses at once. Take a look at your email plan and make sure you’re even-handed with personal reach outs as well as automated check-ins that keeps them coming back for new opportunities.
One great way to engage a candidate is to make sure they stand out in new ways with big employers. With so many applicants, tech companies can still afford to be picky even when unemployment is low. We offer great ways to stand out with our 360 Profiles for candidates, with video resumes and interactive features that really get to a candidate’s true personality — so much deeper than just a flat resume or application.
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