Allison, now 30, has been working since he was 16 years old. At that time, she applied for a job, after a few days she applied to potential employers, and then waited to see if she got the job or not. She usually waited for answers from nameless, anonymous recruiters and employers.
But times have changed.
Now Allison is on LinkedIn, she has profiles on career sites, she goes to networking events, and she does not give her suggestions from people she knows. Once a wait-and-see game has turned into a personalized experience. She is her career activist.
This new job seeker is beneficial for recruiters and employers. While you are looking for them, they are also finding you. However, many slip through the cracks due to missed opportunities for connection and contact.
Here’s how you can catch a “new” job seeker:
1. Build business partnerships
Today’s job seekers understand the importance of recommendations. In fact, a recent LinkedIn report found that recruiters ranked referrals as a top channel for quality employees. This means that they are looking everywhere for valid recommendations for work – even previous employers and co-workers.
Building strong business partnerships can open the door to the search for new and top talent. Forge ties with companies that hold similar positions and express your willingness to help them acquire your own former talent.
Remember that recommendations are not only important for employees who have left the company voluntarily. As organizations go through painful layoffsor even find that an employee doesn’t fit their specific culture, they’ll be happy that you’re willing to offer their former employees opportunities.
2. Reach out to passive candidates
As networking and recommendations have been gaining momentum in recent years, passive candidates are crucial to your recruitment success.
According to a recent CareerBuilder survey, 76 percent of full-time workers are either actively looking for new job opportunities or opening up to them. message. Unfortunately, a large number of top candidates were lost because they did not receive offers as passive candidates.
This does not mean that recruiters have to be demanding or “steal” the talent of their competitors. Instead, it’s all about talking to the people standing right in front of you. Whether you’re at a grocery store, on an airplane, or as a volunteer, take a moment to talk to people.
Look for soft skills, talents, and personality traits that attract you and that make you want to have them on your team. Then let them know if they ever look for a career change, you’ll be happy to talk to them about any opportunities available. You never know where you will meet your next star player.
3. Send your team to events
As an employer or recruiter, you take great pride and responsibility in building the best team for your organization. However, your work is demanding. Especially since, according to the aforementioned CareerBuilder report, job seekers use an average of 16 resources when looking for a job.
That’s why it’s important to keep in mind who knows the details of your operations best – your current team. They don’t just know positions. Understanding their personalities and traits needed to succeed in your company is a key recruitment effort for you.
Ask your team for help with the recruitment process. Send them to recruitment events or ask them to follow the people they would like to work with on social media. This is the kind of personalized interaction and networking that job seekers are already doing, so engaging your team will greatly increase your visibility and brand awareness.
Today’s job seekers are looking at job search in a new light. If recruiters and employers do not change their own efforts, they will remain dark when it comes to finding qualified candidates. Find out what job seekers are looking for, and then challenge your team to start a conversation.
