A recent article titled Are You Finding Talent or Is Talent Finding You? got our wheels turning. The article analyzed the technology-driven changes that have occurred in recruiting over the past 20 years, from the days of candidates flipping through the Sunday classifieds to today's job aggregators that allow candidates job access from endless sources and ensure that they're a proper fit through keyword and role-specific search terms.
As a firm with a twenty-plus year heritage in the recruiting business, we agreed with many of the points made. We also had plenty of thoughts to add on regarding the "find and be found" mentality described in the article. While we pride ourselves on our skills using advanced search to find qualified candidates, we also pride ourselves on creating the buzz that leads potential candidates to find potential employers (like our clients). Here are some of the ideas that stuck out most:
SoMo. Social media and mobile communications are becoming more popular in recruiting, both for candidates and hiring managers. Social has an especially distinct role in being "found." In the article, recruiting expert Steve Ehrlich stated:
As the world becomes more technology-enabled, the way in which candidates search for and learn about jobs is shifting once again. Although search engines remain one of the most widely used methods for looking for jobs, social and mobile technology are playing a more prominent role.
While Seven Step's sourcing experts are busy tracking down qualified active and passive candidates, our teams are also at work spreading the word about employers, and social channels present a huge opportunity to do this. Paired with traditional referral tactics that help with word of mouth job marketing, tweeting jobs and industry news, engaging with active LinkedIn communities that capture an industry-specific audience and experimenting with new networks ensures that information is accessible to active and passive job searchers.
Steve also reminds us that the job pitch isn't the only effective point of contact a recruiter can have. Micro-interactions, as he dubs them, are a critical step in the relationship-building and employer-branding process:
Whether someone is purchasing a new product or procuring a new position, social involvement is powered by micro-interactions – simple online actions such as liking a post, sharing a tweet or sharing a link with one's network.
Ongoing Communications. Candidate behavior and historical data has shown that candidates need nurturing, and that building an active community can revive past applicants into future prospects. The article points out that:
Employers who figure out how to go beyond getting found and learn how to deliver valuable content to their target audience will not only attract more jobseekers; they will also strengthen their employment brand and create talent pipelines that ensure future success.
Building a Talent Community through targeted outreach is becoming a necessity for employers. Much like marketing has become both an artful and scientific process driven by data and best practices, recruiting has become an endeavor that requires the building and nurturing of a pipeline.
Once a job has been found by the candidate, or a potential candidate has been found by a recruiter, even if an immediate job offer isn't likely, ongoing communication that can lead to the rediscovery of a strong job match is a critical next step. The "no" pile is dead. Instead, a Talent Community is a place to keep cold leads warm and eventually convert them into hires.
As Steve says, "It's no longer enough to put job postings in jobseekers' laps. Employers have to be more creative and utilize all channels available to them to fully excite and engage the target audience and convince them they want to work for the company."
At Seven Step, we're seeking new sourcing innovation every day. What tactics are you using to both find candidates and be found?
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