Passive Candidates and Recruiters
Researching employees through extensive market research helps better understanding of competitive company, its employees and the person responsible for the growth. Whether they are in high position or individual contributor it applies to all. As already mentioned even a small role can lead to great contribution. But these candidates are always hidden and they never approach companies seeking employment. It is the recruiters’ duty to research these candidates and convince them to join your client.
There are several modes of approaching candidates. Before that, recruiter should have vast knowledge on company profiles and its employees. Say for example, recruiter working only for e-commerce domain should have vast knowledge on technical skills and list of ecommerce companies and its employees. Startup companies may ask recruiters to recruit the candidates working for only top Big B companies of similar domain.
Then question arises, how it is possible to recruit candidates only working for these companies! As a recruiter, if you are working only for specific domain then your responsibilities involves collecting list of candidates that are available on many social sites including local business networking sites. Just maintaining database of these employees without communication is like collecting unsolicited resumes. You should develop continuous relationship with these employees even if you are not hiring them. Introduce yourself with these employees and maintain constant talk during free time. Talk about economy and technical skills in general and ask for the references from them. Candidates working for the domain have friends working for the same domain in current company or some other company. Go on developing wide network through convincing so that at the end, if requirement comes, you don’t struggle searching for the profiles.
Collect the information from them through creative talking. Check whether they are interested working in current company or not. If not, keep their database updated. When requirement comes, polish them to take up the opportunity. Sell your client profile, their benefits and growth opportunities. Don’t forget to provide social media links on your email signature. Nowadays, everyone has a profile on LinkedIn. Social media is one of the best media for alerting by posting new job openings and attracting candidates .
Where to find potential candidates.
1) Extensive research online and data mining
2) Social media networking
3) Job boards
4) References
5) Direct and indirect Head hunting
There are several modes of approaching candidates. Before that, recruiter should have vast knowledge on company profiles and its employees. Say for example, recruiter working only for e-commerce domain should have vast knowledge on technical skills and list of ecommerce companies and its employees. Startup companies may ask recruiters to recruit the candidates working for only top Big B companies of similar domain.
Then question arises, how it is possible to recruit candidates only working for these companies! As a recruiter, if you are working only for specific domain then your responsibilities involves collecting list of candidates that are available on many social sites including local business networking sites. Just maintaining database of these employees without communication is like collecting unsolicited resumes. You should develop continuous relationship with these employees even if you are not hiring them. Introduce yourself with these employees and maintain constant talk during free time. Talk about economy and technical skills in general and ask for the references from them. Candidates working for the domain have friends working for the same domain in current company or some other company. Go on developing wide network through convincing so that at the end, if requirement comes, you don’t struggle searching for the profiles.
Collect the information from them through creative talking. Check whether they are interested working in current company or not. If not, keep their database updated. When requirement comes, polish them to take up the opportunity. Sell your client profile, their benefits and growth opportunities. Don’t forget to provide social media links on your email signature. Nowadays, everyone has a profile on LinkedIn. Social media is one of the best media for alerting by posting new job openings and attracting candidates .
Where to find potential candidates.
1) Extensive research online and data mining
2) Social media networking
3) Job boards
4) References
5) Direct and indirect Head hunting
Even recruiters should maintain brand externally so that maximum candidates are in contact with them. Candidates always look for the companies especially recruitment agencies working for similar domain. Experienced candidates and job seekers apply for the same when recruiters post the openings on their websites and other social sites. It is better to maintain these profiles on your database for future references. The more you collect the profiles the better sourcing of candidates quickly. Whether you are working for company as a recruiter or from recruitment agencies, maintaining you are own database of candidates help for future recruitment without dependency on job boards or any other paid sites. This reduces cost to hire and helps to source targeted candidates within short time.
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