Recruitment: How To Find A-level Top Candidates & Ensure 360 Satisfaction

Cold calling, quick CV checks, CV keywords, and broadcast emails are not enough to attract the best candidates. Build your personal brand and become an ambassador online to get it right. 

 The recruitment industry needs to change in order to attract the best candidates. Become an online ambassadors and build your personal digital brand.  

The recruitment industry needs to change in order to attract the best candidates. Become an online ambassadors and build your personal digital brand.  

Resent discussions with a senior manager at one of Ireland's’ most prominent recruitment firms as well as recruiters in the USA, UK and Germany reveal that it has become extremely difficult to find and persuade A-level talents for a new job position. One idea to overcome this has been suggested below, and includes my view and the experience from several recognised recruiters I have been speaking with recently.

First of all, the 1980 cold-calling mentality and the frequent advertisement attacks on Monster, and other job sites, are often not enough to find and persuade the best people in this new millennia. The best people often have a good job already, as well as many individuals rarely answer the phone with unknown numbers, or, the fact that many successful individuals seek a closer relationship to you as a recruiter before committing to a new position.

And how tiring and annoying isn’t to get all those robot broadcasting emails about a new position “hey Mr ABC, we find your CV interesting, please apply for below role or forward this to a friend…” hm… come one recruiters, A level candidates don’t want these non-added value emails anymore!

In addition, a big chunk of A-level candidates, the so called top talents, are the passive job seekers, currently happy with their jobs, and they do not actively seek a new position because they may be afraid of retaliation from the employer.

This is a fairly big group and needs to be attracted in different ways, including social media management, as well as to join forums where these passive job seekers could hang around on their spare-time. A recruiter can also start a blog and build a brand which is described below.  

In today’s new millennia, the corporate brand matters less and your brand as a private individual matters more because people go online to find information, evaluate, compare and contrast services and products. Online visitors read about your recruitment firm through reviews, and people engage in forums with hot topics of getting the right jobs.

 Young people read reviews about jobs, recruiters and firms before making a commitment. 

Young people read reviews about jobs, recruiters and firms before making a commitment. 

The recruiter needs to create a personal brand online, and establish credibility and confidence which implies that the recruiter shall not just seek to trade people, in order to meet the bonus targets, but shall seek to build rapport as part of showing an interest in potential candidates’ career related questions, goals and concerns.

The recruiter should allow for a two way communication strategy, and join forums, and be willing to give advice of a certain job industry, including the market demand, how to overcome new challenges, and so forth. Another way of building trust and credibility could also be to offer quick CV review sessions ad-hoc, as part of establishing a strong reputation online.

It is further suggested to establish credibility by creating a video of how to find a job in a certain industry or profession, with benefits, and what to consider and the personal brand of the recruiter will likely get a boost online. Next time a recruiter seek an A level candidate, refer to your blog, and the candidate will likely read all the positive testimonials about your services provided, and the qualified candidate will trust you have the right next offer to boost his/her career.

Another thing to consider is that even though a candidate does not have exactly all skills and experiences required by the hiring firm, there are often plenty of transferable skills which are easier to discover if the recruiter has been working in similar position and industry in the past. This is unfortunately not the case today, as many recruiters have a very different understanding and background to what the hiring company seeks in a candidate (reading the hidden lines). 

To conclude, build your brand online as a recognised and trusted recruiter, and utilise digital sales tools such as Blogging, Linkedin, Hootsuite, Forums, Twitter, Facebook, Pinterest, Twitonomy, Followerwonk and Hashtagify. Should you need advice of finding new customers online I am happy to meet with you in Dublin, or through an online session, thus, please arrange a meeting with me for further discussions (I am only available evenings/weekends at present for consultation).   

 Let's hire the the right people for the right positions and make the hiring firm very happy! 

Let's hire the the right people for the right positions and make the hiring firm very happy! 

Copyright (C) 2018. Anthony Marc. BL&MT www.businesslynch.com. All rights reserved.