Today’s talent acquisition leaders, hiring managers and recruiters need to step up their game to stand out to potential candidates.
With the current recruitment market being candidate-driven, Recruiters can no longer expect to see good results by just posting their job ad on different job boards.
High demand for specific skills paired with extensive wait times to fill open positions mean applicants can be more selective about the roles they apply for. In a candidate-driven recruiting market, employers are adding jobs more quickly than candidates are joining the job-seeker pool. Or stated another way, there are far more open positions than there are Qualified Candidates to fill them.
The unemployment rate is falling and job growth continues to improve. According to the Bureau of Labor Statistics, there were 5.5 million job openings in the U.S in December of 2016.
The hiring outlook for 2017 is not slowing down, in fact it is the best the U.S. has seen in a decade. According to a new CareerBuilder survey, 40 percent of employers are planning to hire full-time permanent employees over the next 12 months.
What this means for the current recruiting industry
So recruiters everywhere are recognizing that the job market is shifting towards the candidate’s favor—making it time to step up your talent acquisition game.
We’re not going to tell you the obvious—that attractive salaries and benefits are strong motivators for candidates. We know you know that, but there are other—sometimes more important to candidates—things that can help you stand out from all the other recruiters.
Check out our suggestions for the most common recruiting practices and how to do them better below:
The most effective way we have found is to run your candidate outreach like a targeted campaign—with a standard response rate (and if the numbers are too low, adjust accordingly or try something completely different—and see what happens). Pairing your digital sourcing strategy with competitive intelligence methodologies will help in finding candidates that can’t be found by everyone else.
If you want to make sure you’re getting seen by qualified candidates, make sure to have several options available to reach out to them, including email, phone number, SMS, paid advertising, and social media channels are common.
Create an Interesting Job Ad
Most job ads fail short when it comes to really showing off the position well. If you want your advertisement to stand out, you have to do more than just stuff the description full of keywords. Make sure to show, not just tell. Instead of saying you’re innovative, you could include the product or service that sets the company apart. Instead of saying you’re employees enjoy working there, it would be more effective to show it by including examples.
Setup a local event
Candidates not coming to you? Sponsor or set up a local conference in your area. You can also help set up a user-group, with regular meetings, for candidates with particular skills. Candidates are more likely to speak with you at an industry event than responding back to a cold email or message on Linkedin.
Update Your Employer Branding
Did you know that 59 percent of companies are investing more in their employer brand compared to last year? That means you better make sure your employer branding strategies are up-to-date in order to stand out.
The post 5 Ways to Set Yourself Apart From All the Other Recruiters appeared first on Lusha.