“The markets are up and unemployment is down.”
At least that’s what the sheets say; hot off the press. There has been a lot of chatter about the plethora of available jobs and the need for employees to fill them. Does that mean that all great candidates are already happily employed? The truth is, that may very well be. Recruiting is all about timing – having the right opportunity when it’s the right time for the best candidate. A solid employee today may be ready to relocate tomorrow.
With the NRSnews.org 2017 Best of the Best Awards right around the corner, we have been considering all things that separate the leading recruiters and staffing agencies from the rest of the pack.
Here are our top 5 ways Staffing Agencies attract the very best:
Collaborative Hiring & Job Description Writing
It is rare for any position to require zero interaction with other colleagues or departments. Sure, it is the staffing agencies’ job to vet candidates and make selections; but, it is in your client’s best interest to stay involved. Collaborating on the hiring process, particularly when it comes to creating a job description, will ensure that you have all of the information you need to recruit the best candidates for your client. Do your best to be as specific as possible. Apart from general information, like required skills, try to include additional details like involved departments, targeted expectations, company culture and so on.
The right candidate will tailor their resume to match your job description – and you will know it.
It is common knowledge that most applicant tracking systems now include built-in resume scanners. It is also exceedingly common for applicants to apply for jobs that they do not qualify for. Is it any wonder that statistics show only the top 2% of applicants who apply for a job make it to the interview? This is your chance to set yourself apart from other staffing agencies. A comprehensive job description is key to weeding out the desperados.
Sure, DJ. Play that song one more time – recruiting is all about timing. There is truth to the assumption that all great employees are already employed but, they do not always stay that way forever. There are any number of reasons that a person may suddenly be ready for a move. Interdepartmental changes, new colleagues, life events, etcetera. Keeping a separate pool of candidates that you can passively engage with is one of the best ways to make sure that you are always the recruiter on the minds of the very best.
How do you keep them from unsubscribing in the meantime?
Curate meaningful content that they will actually want and benefit from receiving. Make it a point to include a short survey during the early stages of recruitment about the type of content they find relevant and enjoyable. Not everyone wants to receive constant updates on job boards. A lot of people are looking for industry related information that will keep them sharp and ahead of the competition. Streamlining these candidate preferences into pipelines will enable you to position yourself as more than just a recruiter; you will have become a resource.
There Are More People On the Podium
Don’t be too quick to forget that first-runner-up standing over there. They may not have been the one to land the job but they definitely ended as a frontrunner. As opposed to staying passively connected to these candidates you will want to keep them engaged and encouraged.
Having stellar candidates who are in the throes of interviewing is an excellent way to market your services to existing clients. Do not be afraid to reverse osmosis your pipeline by sending out your candidate’s resume to companies you have built good relationships with. You may end up sourcing a job, rather than a candidate. Companies rely on staffing agencies to do what they do best; which is to understand their personnel needs. It may very well be that your client was considering adding another team member but had been on the fence until you got in touch with them.
There is no better way to turn your candidate’s lemon into a delicious lemonade you can both enjoy!
Career Fair Candidates – Don’t Panic
Okay, managing career fair candidates can be quite the bearcat. If you do not understand the expression, just know, it is daunting. The best thing to do is deploy a talent relationship management system (TRM) software. TRM software companies have created incredible systems that help staffing agencies cultivate and engage talent, as well as track candidate pipelines and make predictions. If you are focused on curating content and maintaining rewarding relationships, a TRM software is undoubtedly beneficial for strengthening the effectiveness of your efforts.
Curating Quality Content
Content, content, content. How many times a day do you hear that word tossed around? It is highly unlikely that Merriem or Webster will vote to remove the word from our vocabulary any time soon. Content is king. It is everything and nothing all at the same time. The goal is to be the everything. Keep in mind staffing agencies, truly great content does more than just clutter your blog space.
The best content will serve as cornerstones for your marketing efforts. Think of the exterior blocks that make up the solid foundation of a building. Every piece of information you release should be saturated with rich keywords, backlinks, and maxed out meta descriptions. If none of that makes sense to you – Quick! Google it! As a recruiter, competing with plenty of formidable staffing agencies, you cannot afford to not have a marketing hat inside your office armoire.
Further Reading: BEST OF THE BEST: 10 THINGS THAT MAKE A GREAT RECRUITERCitations: The Employment Situation. Bureau of Labor Statistics. Retrieved from: https://www.bls.gov/news.release/pdf/empsit.pdf National Unemployment Rate. Bureau of Labor Statistics. Retrieved from: https://data.bls.gov/timeseries/LNS14000000