Wouldn’t it be wonderful if there was a magic formula to land high-demand candidates for your open positions? Unfortunately, there is no spell to source, attract, and hire the perfect candidate 100 percent of the time. But you can try new tactics.
Many hiring teams get into a routine: they search resume databases, talk to recruiters and post ads and wait for the candidates to come to them. There’s nothing wrong with these methods, but humdrum hiring routines aren’t the best way to connect with qualified, high-demand candidates. If you hope to find someone who breaks the mold, you’ve got to get creative and experiment.
Long-Term Strategy: Nurture Relationships
Many times, high-demand candidates are already gainfully employed. You can’t hope to connect with those employees if you do not search beyond active job seekers. In order to reach qualified potential candidates who are currently employed, you’ve got to go where they are. In-person networking, community groups, and trade organizations are excellent places to make connections with highly-qualified talent who might not be actively looking for a job. If you nurture these connections over time, they can yield results over the long term.
Approach Candidate Searches Like Your Sales Team Approaches Leads
Your sales manager would never tell his or her team to stick to one or two methods of lead generation. Salespeople employ a variety of tactics to source new clients, and they have to tailor these tactics to the target audience. A toolbox that includes both active and passive sales strategies is the best way to ensure a full pipeline.
The same concept holds true for recruiting. If you want to attract a variety of individuals, you’ve got to rethink your approach. Don’t scrap your current methods altogether, but enhance them with fresh strategies such as:
- 15-Second TV or radio commercials
- Ads in programs at community events, community theaters, and local sports arenas
- “Now hiring” business cards
- Host local meet-ups for professionals in your industry
- Host career development workshops for people at different levels (entry-level through leadership)
- Use social media sites such as Facebook and LinkedIn
While some of these tactics may seem a bit far-fetched, the key is to identify your target, then communicate to them in an impactful manner.
Adding some variety to your candidate search won’t always help you with short-term search needs. Most will help you develop a strong pipeline for future openings. But to find quality candidates, you’ve got to be willing to add new tools to your toolbox. You never know where you’ll find your next diamond in the rough – but chances are, it’s not where you’ve already looked.