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Monday, July 14, 2014

Developing Your Recruiter Competencies Part 2: Being Resourceful

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Gone are the days when, you just post your vacancy in a leading broadsheet and then you’ll get the talents you are looking for. Unless you are looking for unskilled labor, that thing just won’t work anymore.
Today’s recruitment reality, especially if you are looking for knowledge workers and experienced talents is this; you are competing with many other companies for these talents.  Some of the best talents are already employed.  If you are looking for top talents but you and your hiring decision makers are unwilling to change their beliefs about recruitment, you’ve got to be the darn best employer in the market or you’ll end up hiring desperate job applicants.  You might want to ask which hiring rules you should start reconsidering, here they are.
  • Three-shortlisted candidate rule. Chances are, by the time you get your second or third candidate; your first candidate will be long gone.
  • If your budget only covers newspaper or job portal ads, you’ll be casting too small a net.
  •  If you won’t consider interview schedules that are outside office hours or offsite, you might lose a potentially great candidate who is currently working really hard and doing his/her best not to let her job exploration get in the way of his/her current responsibilities.
And because today’s topic focuses on resourcefulness, here are some of the things you need to learn how to do as a recruiter:
  • Use social media to attract candidates
  •  Expand your social capital by connecting to as many people who can help you locate the best candidates as possible.
  •  Learn headhunting or hire one (ExeQserve’s number is 8933199)
  • Put together a mean referral program that would greatly incentivize people for pointing potential employees your way.
  • Learn to work with Marketing on how to build your employer brand because believe me, if you have great employer brand, it would be easier for candidates to consider exploring your organization .

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