Posted by : Amanda Stein Friday, June 28, 2013
The job market can be tough, but sometimes recruiting can be tougher. You gather your job description and requirements, post the job online, and then what? You wait, hoping that the right candidate happens to be looking and views your posting. Does this sound effective? Maybe a bit like throwing darts blindfolded?
Even in today’s social society many organizations’ talent searches are lacking a social aspect. Having a one-sided approach is inefficient and only allows you to tap into active candidates. Active candidates are those who are currently on the job hunt, perusing the job boards and working their connections. They may be looking for a new opportunity, better pay or are unemployed.
Many qualified candidates are actively looking, but what if the best-qualified candidates for your position just aren’t under your radar? The passive candidate, who isn’t currently looking for a job, may be the perfect person for you and you just don’t know it.
To succeed in recruiting you need to first get out there and find the qualified candidates. By identifying and uncovering candidates you are taking an active approach. No more sitting around and hoping that you get a good talent pool to choose from. Doing the research to gather qualified candidates that you wish to recruit gives you a head start in the hiring process.
Sourcing is a great way to identify potential candidates, researching them to get a lead for recruiting. Sourcing can be done in a primary, direct way or through secondary sourcing, which you see most often online. Sourcing online can be helpful, but you are leaving out a large amount of unidentifiable candidates. These are the people who aren’t online, not sharing on forums and lacking a LinkedIn profile. How are you supposed to find this large untapped market? The answer is simple, by picking up the telephone and direct sourcing.
With a phone sourcing approach you can have greater control over candidate qualifications. Finding candidates’ through phone sourcing allows you to uncover information by calling directly into your competitors’ organizations. When speaking to a competitor find out their structure, how their team works, who do they employ and what are their job titles. These questions help you to understand how they manage titles and role responsibilities. This allows you to find out who would be an ideal fit for your open position.
The quickest way to get what you need is to call someone and ask for it. This simple and clear approach will help you weed through the fluff and find the most qualified candidates for recruiting.
Phone sourcing is an honest and upfront way of getting the data you need on the best potential candidates. Calling competitors doesn’t have to be stressful, open the door for communication and trust by sharing your name and asking straightforward and simple questions. Being kind, professional, and yet, persistent is the best way to get through to a competitor and get what you need directly over the phone.
If you aren’t sure if this upfront approach is right for you, outsourcing can be a great way to disassociate yourself from the process. Expert sourcing companies can give you piece of mind and create powerful research campaigns to leverage your team’s sourcing capabilities. They can also provide you guidance and skills for taking on the task yourself. Working with an expert teaches you that the approach is simple, ethical and easy once you get the hang of it. Having real-life examples and seeing others’ success gives you the confidence you need to give phone sourcing a try and set you on the path to find the most qualified candidates.
Original candidate research allows for investigative gathering, skilled questioning and a strategic approach that raises the bar on the quality, qualified talent you can recruit. Giving your team back the control to find the right skills, education and experience that you need in your organization.
BIO: Bri Reagan is a freelance writer based out of Cleveland, OH. She is skilled at strategic communications, writing and marketing, with a passion for editing. An effective communicator who enjoys problem solving and finding better solutions for any task she is given.
With a Bachelor’s of Science in Journalism from the nationally ranked E.W. Scripps School of Journalism at Ohio University, Bri has a large portfolio of writing experience built upon the strong foundation she established in her education.
From traditional news articles to blogging, Bri has a broad understanding of writing for different media and audiences. She has experience working for many industries, such as: B2B, B2C, Healthcare, Technology, Higher Education, Manufacturing, Small Business, Design Agencies, Congregations, Asset Management and Financial Institutions.
Always looking to learn something new and take on her next challenge. Bri also has experience with community management and is active in social media. You can find her sharing her personal interests and passions on Twitter and her professional resume on LinkedIn.