How To Find A-level Top Candidates

Originally published: January 01, 2018

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 AMBASSADOR AND BUILD YOUR PERSONAL DIGITAL BRAND.

Resent discussions with a senior manager at one of Ireland’s’ most prominent recruitment firm, as well as talking with 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; it includes my view and the experience from several experienced recruiters I have been speaking with recently.

First of all, the 1980 cold-calling mentality and frequent advertisement attacks on Monster, and other job sites, are not enough to find and persuade the best people in this new millennia. The best people already have a good job, and many individuals rarely answer the phone with unknown numbers. Successful candidates 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 found your CV interesting, please apply for below role or forward this to a friend…”… come one recruiters this approach smells horse poo; A-level candidates don’t want these spams 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 or avoid new risks if changing position. The risk of not liking the new environment, new colleagues, procedures and policies.

However, this is a fairly big group and needs to be attracted in different ways, including social media management, and to join forums where passive job seekers hang around on their spare-time. A recruiter should also start a blog and build an online 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 in a ‘people buy from people mentality’. Online visitors read about your recruitment firm through reviews, and people engage in forums with hot topics of getting the right jobs.

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; 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 that is to be filled. 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 (cannot read the hidden lines).

To conclude; build your brand online as a recognized and trusted recruiter, and utilize digital sales tools such as Blogging, Linkedin, WordPress, 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 an online session for a first 30 minutes free of charge consultation.

 

By Anthony Eric

About
Anthony Eric brings a wealth of knowledge in international business and he has gained 14 years experiences of how to communicate effectively, how to plan and evaluate operations for low risk and faster decision making. Anthony has been trained by international institutes in the USA, the UK, Ireland and Sweden and he provides business training and communication training for clients in business, and for clients who aim at succeeding in business. His expertise covers leadership, management communication, business planning and sales management. He currently holds an MBA (England) and BSc Engineering (Sweden) and he has gained 21st century skills and knowledge at global leading institutions such as: The British government, Deloitte, IBM, TietoEnator, Ericsson, Consulting firm Semcon, The Open University, King’s College London, Manchester Business School, The University of Birmingham, Royal Institute of Technology KTH and Harvard University in alliance with IBM Leadership Academy. Anthony is the author of the e-book project management success, available on amazon.com.

Copyright (C) 2018. Anthony Eric by Antonios Papadimitriou. All Rights Reserved.

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