In our 2018 UK Recruitment Trends Report, seventy-nine percent of recruitment pros listed it as one of their top three challenges. Candidates are every agency’s greatest and most elusive asset, it only makes sense that finding and engaging them should be a top priority for your agency.
Candidates aren’t just in demand because of the talent shortage. Recruitment agencies are also seeing an increased demand for their services. Sixty-one percent of recruitment pros expect hiring needs to increase. With hiring needs on the rise and an increasingly competitive market for recruitment agencies, expect the effects of the talent shortage to be magnified.
If there is a limited pool of candidates, and recruitment agencies are uniformly increasing efforts to identify top talent, the agencies that don’t step up risk falling behind. In fact, recruitment pros cited candidate acquisition as a top three priority, and 52 percent of respondents to our trends survey predicted an increase in tech investments.
Are you personalising general templates you send out to candidates? Try varying the messages you send. You can then review the response rates to discover if a certain tone or approach is more effective than others.
LinkedIn is home to thousands of groups that champion many different kinds of diversity. But don’t simply use these groups as a list—join them. Candidates on LinkedIn are 21% more likely to reply to recruiters who share a LinkedIn group in common.
Don’t focus solely on the monetary gap between a candidate’s current job and the new job opportunity. To increase a candidate’s interest, tell them that the definition of a career move is a minimum 30 percent non-monetary increase.
Never miss an opportunity to have a meaningful interaction with a candidate. This could mean wishing them good luck on a new role, or simply saying happy birthday. Recruitment agencies that consistently engage with candidates are 13 percent more likely to report their existing database as their top source of placements.
For your specific candidates, it’s important to have a quarterly outreach. Stay in contact with placed candidates and keep track of how they’re doing at their companies. If they seem to be unhappy and looking to leave their jobs, you’ll be among the first to know.
Don’t shy away from growing your network. Connect and build relationships with candidates. Attend professional meet-up groups that would be interesting to your target candidates. People are far more likely to respond to you if you’ve built a relationship with them.
It’s surprising how much you can learn in a mere 140 characters, as online networking site Twitter confirms. With its real-time, trend-focused approach, tweets can reveal a whole lot about a candidate’s areas of interest – for example, whether their tweets fall more into the ‘celeb gossip’ basket or the ‘political commentary’ box.
Popular image-sharing app Instagram is a great platform with which to further develop the profile of your potential candidate. Personal and highly social, Instagram can often showcase the more creative leanings and cultural interests of job seekers, with a series of image-based posts creating a visual blog or ‘life diary’.
Increase your efficiency and reduce clicks by leveraging Bullhorn’s parsing engine to extract information – no matter where you find it –to pre-populate fields on Bullhorn candidate, contact, and job records.
Post jobs to your website and make it easy for job seekers to find and apply to your open positions.
With Bullhorn’s “fast find” search bar, Boolean logic, advanced keyword search, and prioritisation of results based on relevance and recency, you can build a qualified shortlist of candidates in no time at all.
This integration streamlines a recruiter’s workflow, reduces clicks, and provides continuously up-to-date information on all of your candidates.
SVP of Healthcare Recruitment
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