LinkedIn provides an excellent pool of talented candidates, but many recruiters are missing out on a separate group of qualified candidates because their process of finding candidates lack creativity. In other cases, the tech stack that some recruitment teams are using to find top talent is becoming very crowded and muddy. Today’s hiring landscape is much more competitive than ever, which makes it even more important for your team to take the time to evaluate your processes and current hiring strategy process.
- Boost your candidate’s experience and build up your brand.
Another way you can enhance your company’s brand is by being responsive. Leaving your candidate in the dark without so much as a rejection letter is a big no-no. That candidate may know someone your team should know, or they could end up being a perfect fit for a different opportunity. All it takes is one email thanking them for their time. There’s nothing worse than ignoring candidates who may be a great fit for you down the line.
2. Diversify your research tools.
Recruitment teams need to dig deeper and always think out of the box when it comes to search candidates. What if you didn’t have an applicant tracking system (ATS) or CRM? What would happen if you didn’t have access to Paid LinkedIn? What other resources would you use to get your job done? Everyone has access to a lot of the same tools, but that doesn’t mean you have to use them all the same way.
Check out resources like GitHub, Stack Overflow, Meetup, patent searches, Facebook and even Instagram. Run Google searches with simple or complex Boolean strings. The point is, look outside the box. Imagine how happy your hiring manager would be if you found your next unicorn or purple squirrel on Instagram.
3. Sell the opportunity.
When you are presenting an attractive job opportunity to top talent, identify what makes your company and the position exciting and different from others. Give the candidate specifics, such as what are key responsibilities, what projects they will be working on. Your position will resonate much more if you provide candidates with real examples of past projects. Talk about the company’s current pain points. Pretending like everything is perfect is boring and unrealistic. Make sure you can easily provide clear goals the candidate will need to achieve.
It’s important that your communication with the hiring manager is strong. You need to have the answers to candidates’ questions. Recruiters need to sell the awesomeness of the projects that potential hires will be working on. If the assignment feels like it may change the world, excitement will follow.
- Find out what success means to your company and keep track of it.
Most of our clients’ definitions of a successful sourcing opportunity vary greatly. It is not just about making placements. When it comes to talent acquisition metrics, we have seen a significant focus on tracking candidate retention and planning for career advancement.
Another common theme we see being tracked is engagement and recruiter effectiveness. How many qualified candidates did you speak with this month? What intel did you acquire? How many referrals did you get this quarter? Which executives did you end up poaching from your top competitors? Figure out what stats make the most sense and start tracking your metrics to measure what tactics help you reach your hiring goals.
Take a more creative approach when it comes to sourcing. Strengthen communication with your candidates and consider revamping your company’s story. Be sure to define and track your team’s vision of success when it comes to your recruiting and hiring efforts. In the end, tracking your metrics will help you discover what it takes to reach your hiring goals.