Attracting the best talent from the huge pool of candidates throughout the recruitment process can be challenging. Thus, the need for a workable strategy to get the best hands.
According to JVS Career Services, “42% of employers are worried they will not be able to find the talent that they need.” However, this won’t be your reality if you adopt the strategies stated below. Hence, the following simple strategies will help you maximize your working time and achieve hiring success.
Diversify Your Talent Sourcing Tools
Most recruiters have their favorite talent sourcing tools when searching for candidates. Most recruiters first opt to use their professional network platforms, while others opt for LinkedIn. The pondering question is, why should they stop there? The most commonly used candidate sourcing platforms are common for an obvious reason – they’re excellent at delivering! However, this shouldn’t cancel out other less frequently used sources from the mix. Other platforms like Data Analyst Jobs, TestGorilla, Jobberman, Grabjobs, and CareerCloud can be greatly utilized for sourcing purposes–You just might find that unique talent in the sourcing tool you overlooked; you never can tell.
Include Offline Recruiting Tactics
We know that online recruitment tactics amplify one’s engagement. This isn’t enough reason to underestimate the power of offline recruitment tactics. A recruiter who intends to achieve hiring success has to be flexible in approach. Going offline and physically meeting people at professional or industry events or meetings is among the many great recruiting tactics. For instance, in an industry-specific conference, you will likely meet top talents who know their onions in the niche you seek.
Utilize Your Employee’s Network for Talent Sourcing
Your employees can grant you access to untapped and undiscovered talent from candidates they know. The different social media platforms they are active on will reveal different candidate search results to your employees based on their social graph, so you can uncover candidates you probably wouldn’t have found without their help.
This talent sourcing technique can be systematized with candidate sourcing tools like Teamable or Simppler, which automatically recommends candidates to you according to your employee’s social networks. When you eventually find the qualified candidate, your employee should handle the introduction rather than sending a cold email. This enables better interaction and is more effective.
Conduct an Internal Recruitment
This method requires a recruiter to hire employees already working in the organization. As a recruiter, underestimating your existing employees is one great mistake you can make when talent sourcing. You would be surprised at the change you will discover in an employee that seems passive when such a person is allowed to explore. Within your organization, there might be a HiPo employee who had to tone down their skills and abilities just to fit into the job position that was opened, at the time they got recruited into your organization.
Source Candidates for Job Positions that are not yet Opened
As a professional recruiter, you should be ahead with your sourcing efforts and plan on roles you’ll need in your organization soon. First, study your business growth plans. After a careful study, predict a corresponding workforce that gives you ideas regarding who and when you need to hire to sustain the company’s vision.
When you have a picture of the teams that need to grow, you then join heads with your top executives and partners in Finance and Human Resources to determine the level and skill you’ll need ahead of time. This steady process helps you to conveniently opt for only the best candidate instead of a rushed process.
Begin Your Search Candidates from the Previous Applicants
According to Next Gen Personal Finance, an average open role has two hundred and fifty applicants, and you get to hire one person, leaving two hundred and forty-nine unsuccessful yet top-talented applicants for reserve upon future hiring.
Start your search with the ones who didn’t make it to your previous job role. Since the reason they didn’t previously get employed was that you already got a candidate to fill your previous open role, you shouldn’t rule them, as they might be strong candidates for your present job opening, saving you time and energy in searching for new ones.
Follow Up on Candidates Who Don’t Respond
Imagine when a salesperson reaches out to leads once and then gives up; the chance they get to close any deal is slim, right? After the first round of outreach and follow-ups, you should keep in touch with the candidates who didn’t yield to your offer when you initially approached them, probably due to their commitment to their present job.
You can send them news about the company, wish them a happy birthday, congratulate them on milestones they achieve, show concern for big projects they partake in, and even send them congratulatory messages on new jobs. You should note that these check-ins might not yield results immediately; however, you’ll be on top of their mind and probably be the first to know whenever they decide to move.
Conclusion
Now, with all of the above information at your disposal, certainly, the fear of not being able to attract and discover top talents in the employment pool has been eliminated. To adopt these strategies is to have fewer things to worry about– which is the aim of every recruiter.
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