All recruiters agree that recruitment, in simple terms, implies matching the best available candidate to the job in question. For this, they work very hard day in and day out. At times, they get what they seek and there are times when they don’t. But every recruiter constantly strives to fill in all the job positions they work on. Amidst all their endeavor, there are a few creative practices which can ensure better results within less time. This can be achieved by following some very simple steps and regularly practicing them every day till it becomes your habit.
Screen the candidates well. Know who’s really interested in the job. Don’t shy away from taking a second opinion when you are not sure rather than taking chances all the time. You might want to have your Lead/Manager to be on the screening call. This will vet the candidate on commitment, confidence, communication skills, subject knowledge, etc.
Leverage word-of-mouth. Ask your previously hired candidates not just to give you referrals, but also to share your job on their social media networks, emails, etc. But what’s in it for them? For this, do have some referral incentive in case one of their referrals gets hired.
Passive sourcing. Consider passive sourcing as much as you source the active candidates, especially for tough to fill roles. Modern staffing is all about spreading your reach as far as possible. The strategy, however, has to be different. Try to reach out to the passive candidates in a very professional manner, with a personalized message, email, LinkedIn InMail, Facebook message, Ladders, etc. Vs something that merely appears as a template. LinkedIn claims that a customized message is 50 percent more likely to be responded than a template.
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Well told is well sold. Always influence your potential candidates by mentioning the unique selling points (USPs) of the client the job is with. If possible, share with them some video links, images, newsfeed, etc. that advertises the clients’ USPs. Ensure you tell your candidates about your client’s culture, work ethics, work- life balance, growth prospects and so on.
Build your own brand. Market yourself as a recruiter trusted advisor. Talk to your candidates not always pushing them to apply for your jobs but stay in touch with them, coach and counsel them on their career, connect with them on LinkedIn, etc. For all you know, a number of recruiters reach out to them every day only for jobs and you have to set yourself apart. To this effect, have an updated LinkedIn profile with a professional picture, neatly described experience, posting relevant articles, display professional recommendations, etc.
Back to basics:
- For the jobs that you are not able to get candidates easily, try looking up either the hiring manager’s LinkedIn profile, or some other similar profile, preferably within the same client company. This can give you an additional understanding of the background that the client is seeking.
- Maintain a skill-wise database of candidates and keep following up with the candidates within that. Reach out to them at set intervals, greet them on their birthdays, congratulate them on their promotions, etc.
- Post jobs on social media pages like LinkedIn, Twitter, Facebook, Ladders, etc. as well as on the traditional job boards and ensure that your job postings look unique, different and attractive.
- Know your company’s Benefit plans and Referral plans well and leverage on them while talking to potential candidates.
Keep thinking of different ways to adopt a creative recruitment style. Somebody once told me that creativity comes out of stupidity. The key is to never underestimate your ideas, for most innovative ideas are often a product of bizarre habits.
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