If you set up a nurturing campaign extremely well and recruit candidates early on then you will find so much success and destroy your competition. There are several steps you need to follow in order to make this happen.
The sad truth is that if it take a couple weeks to get to a candidate then you are either getting to them to late or they are not an ideal candidate. You have to become a master with the phone and internet when it comes to networking candidates.
Understand that a candidate will look at opportunities first before going to any trusted sources to peek into other situations to see what is going on. They want to understand what options they have out there before they go to a recruiter or a trusted work peer they have interaction 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 collect these names you should have some type of recruiting CRM like iCIMS to collect all of these names and use them wisely. You should nurture them as much as possible. If you do this then you will create a fortune and have a never ending pipeline to market to. - 17943
The sad truth is that if it take a couple weeks to get to a candidate then you are either getting to them to late or they are not an ideal candidate. You have to become a master with the phone and internet when it comes to networking candidates.
Understand that a candidate will look at opportunities first before going to any trusted sources to peek into other situations to see what is going on. They want to understand what options they have out there before they go to a recruiter or a trusted work peer they have interaction 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 collect these names you should have some type of recruiting CRM like iCIMS to collect all of these names and use them wisely. You should nurture them as much as possible. If you do this then you will create a fortune and have a never ending pipeline to market to. - 17943
About the Author:
Cade Krueger consults with recruiters as the Director of Sales for Entice Labs and assists recruiters with recruiting candidates for talented hires. He also endorses a tool, called TalentSeekr, for recruiting advertisement that sources five times the candidates at a fraction of the investment of job boards. This assists companies and recruiting firms to save recruiters time and money.
