PROACTIVE RECRUITMENT – TALENT SCOUTING THE TOP CANDIDATES
“Sourcing and finding people is key. You can’t recruit, message, or network with someone you haven’t found.” Glen Cathey, Talent Acquisition writer
Big employers with name brands can – and do – rest on their laurels a little. Their higher profile means that they can let their name alone attract a better class of candidate. They certainly draw more – up to 12% more each time you double your company headcount, according to research by simplicityinbusiness. But better? That’s not a given.
The secret to finding great potential candidates is to think outside the box. A proactive recruitment agency is out scouting on your behalf, on the lookout for talented individuals who may not spot your job opportunity in amongst all the others.
It takes effort to find great people, so you have to look for them long before you need them. And sell your job opportunity to them. Something that bigger agencies may not have the time or the inclination to do for their smaller client accounts.
WHY YOU CAN EXPECT MORE FROM A PROACTIVE AGENCY
Working with a recruitment consultant who can pre-select on your behalf makes sense to a time-poor HR manager. But you need to be sure that they understand your business almost as well as you do yourself.
Proactive, committed agencies such as RE work in partnership with you – and the more trusted access and communication you have with them, the better the results. Once they understand your business goals and your challenges, they can champion you to strong candidates who may not be familiar with your brand.
It’s easier too for recruitment consultants – as a ‘third party’- to reach out to former employees to find out what went wrong and why they moved on. This feedback can save time and effort interviewing unsuitable candidates. It’s a question of taking the time to do the job properly.
WHY BETTER CANDIDATES PREFER PROACTIVE AGENCIES
Why wouldn’t you? Applying for jobs is time-consuming and requires considerable effort. Proactive agencies look to build a personal long term relationship between their recruiter and the jobseeker.
Our recruiters at RE reward that effort by caring about their candidates’ career goals, not just moving them into positions as quickly as possible. We take the time to contact and provide feedback to unsuccessful candidates. Nobody gets ‘ghosted’. Smart candidates know that recruiters can be a valuable resource, providing feedback on their cv, interview style, and how they can best position themselves to the market.
FINDING TOMORROW’S TALENT – TAKING THE LONG VIEW
“People trust people more than brands.” Ana Alonso, Shell Global Marketing
Football has them. The music industry depends on them. The secret to spotting top talent and securing it before your bigger competitors was traditionally known as the talent scout.
The best candidates don’t necessarily apply for jobs anymore. Many millennials wait to be called and wooed a little – they expect a high level of interaction prior to committing themselves to a recruitment process. They’re not blinded or persuaded by big names – in fact, a smaller company with a great track record and a personal approach is often more welcome at their door.
At RE we find it very rewarding to find and nurture these individuals, and eventually place them in a perfect job. And it means we already have a talented pool of individuals looking for their next opportunity. When the right role comes up – we can make the call to someone we already have a relationship with.
Acting like talent scouts – finding tomorrow’s talent – is how proactive agencies really do add value.
GIVING YOURSELF THE EDGE (AND YOUR HR MANAGER A BREAK)
An advert from a well-known brand might net over a thousand applicants, whereas a lesser-known company offering an identical opportunity can be overlooked. No wonder they seem to hoover up the best talent.
You, on the other hand, may be relying on one HR manager to manage the whole shooting match. What with sorting out payroll queries and furlough schemes, there’s just time to post a job ad with a couple of outlets. An astonishing 81% of candidates say they are put off by a poorly – written job advert, so you may be shutting the door on some great people by not showing your role off to its best advantage. Having a specialist team to supervise and support inhouse HR, write the ads and spread the word will get measurable results. Your job advert is often the first step on a candidate’s journey with you, so you owe it to yourself to make a good first impression.
MAKING PERFECT MATCHES MORE OF THE TIME
A proactive consultant matches employers with candidates they might never have found. Candidates are matched with employers and opportunities they would otherwise never have discovered. In 2020 everybody, recruiter and candidate alike can and should expect more, whatever the size of the business.
It’s matchmaking by any other name.