Neil Pickstone
by Neil Pickstone
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The search for candidates has always been a mix between filtering from a list of candidates that have applied for advertised roles, searching through the list of candidates that might be suitable from your database of known candidates or in the last few years searching on the social networks such as LinkedIn etc for that perfect match.

Even with the development of more advanced job searching and or cv downloadable data, the search for candidates still remains time-consuming, expensive and problematic.

Even if you have found what appears to be the right candidate, never assume they are waiting to hear from you or interested in your current job opportunity. As you know nothing about them, other than what is written down, it is highly unlikely that you will be that perfect recruiter.  The candidate might want a good company, good pay, work life balance, a short commute, career potential, etc. basically the holy grail of a position.

On the other side of the equation is the client who wants that perfect candidate who will work within their budget, deliver their results and do all of this without any hassle.

So what are the secret strategies the most successful recruiters are using to fill more roles, faster and with better long-term results: -

  • Job Persona Writing - The purpose of personas job description is to create reliable and realistic representations of the job itself, the company and the working environment highlighting the type of person who would enjoy it.
  • Candidate Persona Writing - The purpose of candidate personas is to create reliable and realistic representations of the candidate and how they would be used within the role
  • The diversity of Job Advertising - By writing the same job in different ways and even by different diversities you are more likely to attract a more diverse candidate. For example, a 50 something male cannot write a job description that would appeal to a twenty-something female (or at least that is the evidence).
  • Ensuring customers agree the level and range of diversity for their candidates, i.e. IBM use to recruit engineers using the same engineers they already employed, thus restricting diversity as like-minded people are attracted to each other, opposites really do not attract.
  • Getting to know how the candidate ticks, what they really need will prevent them not being unhappy later so understand your candidate in more detail.
  • When a client wants diversity, make sure they mean it, look at the company's current culture and understand what the companies diversity currently looks like.

It's surprising the number of recruiters who do not understand how quickly and smartly success can be achieved using these different techniques.


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