Recently I read an interesting article in Techcruch about how to attract top talent to open your mails and join your company. There are some debatable approaches suggested in the article.
1. The job board way : As Matt Jeffery puts it, Job boards have outlived their purpose. The good ones prefer Linkedin, Github etc over the traditional job boards in the hunt for their jobs.
2. Targeted searching : Ok, you are a recruiter. You take all the pains and use various other tools and reach to a prospective candidate. Now if that candidate is good, how many such mails would he be getting?
3. Grabbing their attention : When I first read the heading, I thought, finally the article was making some sense. But it was singing the same old song - 'How to write the subject line' When the world is looking to the death of mails, the topic goes back to how to write mails.
HuntShire's take on How to find talent?
It doesn't matter whether your company is a startup or a big MNC. What needs to be sold during your talent hunt can be broken down to four things.
1. Who are you? ( I mean your company)
2. What you do? (The work culture)
3. How you do? (How is the workplace)
4. And ya what is the job on offer?
If you answer this in a nice way, you will get your talent to come to you. No more 'spam' mails with nice subject lines required.
What have we done at HuntShire to back our claim? We recently ran talent hunts for two companies (and countless startups). Dunnhumby and Absolutdata hunt attracted more then 30000 unique hits through organic marketing and close to 1000 applicants in total. We also had a open internet test (ya, which is designed based on HuntShire's propriety hunt methodology) to give the company a list of applicants in the order of their skill profile.
Happy talent hunting!!
1. The job board way : As Matt Jeffery puts it, Job boards have outlived their purpose. The good ones prefer Linkedin, Github etc over the traditional job boards in the hunt for their jobs.
2. Targeted searching : Ok, you are a recruiter. You take all the pains and use various other tools and reach to a prospective candidate. Now if that candidate is good, how many such mails would he be getting?
3. Grabbing their attention : When I first read the heading, I thought, finally the article was making some sense. But it was singing the same old song - 'How to write the subject line' When the world is looking to the death of mails, the topic goes back to how to write mails.
HuntShire's take on How to find talent?
It doesn't matter whether your company is a startup or a big MNC. What needs to be sold during your talent hunt can be broken down to four things.
1. Who are you? ( I mean your company)
2. What you do? (The work culture)
3. How you do? (How is the workplace)
4. And ya what is the job on offer?
If you answer this in a nice way, you will get your talent to come to you. No more 'spam' mails with nice subject lines required.
What have we done at HuntShire to back our claim? We recently ran talent hunts for two companies (and countless startups). Dunnhumby and Absolutdata hunt attracted more then 30000 unique hits through organic marketing and close to 1000 applicants in total. We also had a open internet test (ya, which is designed based on HuntShire's propriety hunt methodology) to give the company a list of applicants in the order of their skill profile.
Happy talent hunting!!
