Get to know the candidate
Posted: Mon Dec 23, 2024 8:45 am
4. Don't search yourself, but be found
Post and pray : get rid of it. This is the age of outbound sourcing . We know about millennials: they don’t want to look for a job, they want to be approached. To be seen. To be recognized. To be put in the spotlight. Of course, this also applies to other talent. After all, the best candidates are often not actively looking for other work, but are open to an attractive offer.
Being able to search and source smartly remains invaluable for successful recruitment. Handy tools in your Applicant Tracking System (ATS) such as Talent Pooling, Textkernel Search & Match!, but also LinkedIn, Boolean Search and Referral Recruitment all help you to track down and approach that one perfectly suitable candidate. But that's not all.
The time of cold acquisition is far behind us. In marketing, and now also in recruitment. Tracking down a high potential, sending an email, having a chat and closing the deal : that no longer works. Candidates want a warm approach. They want to be approached by someone who knows who they are and what drives them. It is therefore important to get to know the candidate before you approach him.
Also read:
Define your labor market target groups and describe them as specifically as possible. A good start for this is a labor market study, an extensive profile study and a study of motivations and pull factors. Then how many digits in a pakistan phone number extend this approach to a personal level and get to know the potential candidate personally. You have many possibilities for this. For example, via your own employees (referrals), relationships, activities on social media, behavior on your own website or blogs, or via personal meetings.
6. Entering into a relationship
To really get to know someone, you need to build a lasting relationship. Know your target group, discover what they are interested in and start a dialogue at an early stage. Content marketing is an indispensable part of modern marketing and recruitment is also embracing this approach in 2017. It helps you to be relevant and visible at the right time and in the right place with your potential candidates from your target groups. This way, as an employer, you are and remain top of mind with your valuable potentials.
Law firm De Brauw says in its recruitment that it is open to everyone, exactly as you are. On the career site you get an insight into what it is really like to work at this prestigious firm. No pigeonholes, they indicate that they are open to everyone. Anyone who is interested can register for a 'Meetings of the minds'.
Post and pray : get rid of it. This is the age of outbound sourcing . We know about millennials: they don’t want to look for a job, they want to be approached. To be seen. To be recognized. To be put in the spotlight. Of course, this also applies to other talent. After all, the best candidates are often not actively looking for other work, but are open to an attractive offer.
Being able to search and source smartly remains invaluable for successful recruitment. Handy tools in your Applicant Tracking System (ATS) such as Talent Pooling, Textkernel Search & Match!, but also LinkedIn, Boolean Search and Referral Recruitment all help you to track down and approach that one perfectly suitable candidate. But that's not all.
The time of cold acquisition is far behind us. In marketing, and now also in recruitment. Tracking down a high potential, sending an email, having a chat and closing the deal : that no longer works. Candidates want a warm approach. They want to be approached by someone who knows who they are and what drives them. It is therefore important to get to know the candidate before you approach him.
Also read:
Define your labor market target groups and describe them as specifically as possible. A good start for this is a labor market study, an extensive profile study and a study of motivations and pull factors. Then how many digits in a pakistan phone number extend this approach to a personal level and get to know the potential candidate personally. You have many possibilities for this. For example, via your own employees (referrals), relationships, activities on social media, behavior on your own website or blogs, or via personal meetings.
6. Entering into a relationship
To really get to know someone, you need to build a lasting relationship. Know your target group, discover what they are interested in and start a dialogue at an early stage. Content marketing is an indispensable part of modern marketing and recruitment is also embracing this approach in 2017. It helps you to be relevant and visible at the right time and in the right place with your potential candidates from your target groups. This way, as an employer, you are and remain top of mind with your valuable potentials.
Law firm De Brauw says in its recruitment that it is open to everyone, exactly as you are. On the career site you get an insight into what it is really like to work at this prestigious firm. No pigeonholes, they indicate that they are open to everyone. Anyone who is interested can register for a 'Meetings of the minds'.