In days gone by it seemed employers were in the box seat when it came to hiring new staff. Potential employees would clamor for the opportunity to be considered by them, and were often faced with steep competition due to the sheer number of potential candidates also being considered for the position. In those days it was indeed the employers market.
These days however it would seem that the tables have well and truly turned and it is now the candidates who are in the prime position. Increasingly candidates are being offered an array of clients to consider and are finding themselves in a position of greater control than ever before. For this reason it has become more important than ever for recruiters to realise that candidates are their primary focus.
So how do we find candidates in such a tight market?
There are many different ways to identify both passive and active candidates. Ultimately though it comes down to how resourceful you are, and whether you are prepared to think outside the box. Some ways that you can attract candidates in a tight market are:
- Contact and reactivate old candidates who you or your colleagues have met with in the past. You may have been unable to assist them previously however situations change and you may now find this individual is exactly what you are looking for.
- Proactively ask for referrals….often. Remember if you don't ask, you don't get!
- Get yourself out there and network as much as possible. Be seen and engage with people from various markets and industries. Some of the best recruiters have come from different industries so think about what other sectors might produce people with the traits and qualities needed to be a successful recruitment consultant.
- Research the market and identify individuals who you can headhunt.
- Think outside the box and consider marketing candidates to your clients that may be a little left of field, however are well suited to your clients role, company or culture.
How can we persuade candidates to work with us exclusively?
- Firstly, remember that gaining exclusivity is a privilege, not a right!
- Build rapport, prove yourself and gain their trust from the onset. You will have a greater chance of gaining exclusivity if your candidate feels that you are capable, you have your finger on the pulse and that you know what you are doing.
- Deliver on your promises each and every time.
- Take the time to get to know your candidate and listen to everything they say and even what they don't say. Don't just assume anything. At the very least read their resume thoroughly before you meet with them, have specific questions prepared and do some background research on them beforehand (obviously this is easier if the candidate already works in the recruitment industry).
- Present 'targeted' opportunities to your candidate and demonstrate that you know your clients and the positions they are recruiting for.
- Clearly explain what you can do for the candidate and in what timeframe. Then deliver on it.
What if they won’t work with us exclusively?
- Ask why they won't and really listen to their response. Is their reason something you feel you can overcome?
- If a candidate is reluctant to work with you exclusively, you need to consider the real value in representing them and whether the investment you will put in is going to be worth the end result.
- Are you compromising yourself or your standards to assist someone who perhaps isn't invested in what you are trying to do for them?
- Despite not being granted exclusivity, if you truly believe that you can help this candidate then tell them exactly what you will do for them.
- Consider asking the candidate to give you a lead time of 2 weeks (or an alternative timeframe that you feel you can deliver in), to enable you to adequately represent them.