If you have an opening at your company and want to attract the best talent to fill the role, how do you know that you’re reaching out to a wide enough audience? If you think about it, the pool of candidates actively seeking work at the exact time that you advertise your position only represents a very small percentage of individuals who are suited to the role. There are a number of reasons why the remaining candidates aren’t applying, but the most likely scenario is that many simply aren’t looking for new employment and have no idea about the opportunity they’re missing out on. So how do you get those who aren’t actively pursuing a new job to stop and take notice?
Don’t wait for them to find you
Don’t take it for granted that the best candidate will find you at the exact moment that you need their resources. In some cases, especially when trying to recruit those senior digital roles requiring a very particular set of skills, companies need to bite the bullet and spend time putting themselves out there for prospective employers to see. This means getting to know where high calibre professionals hang out, such as forums and social networking groups, and trying to engage with them. Remember, however, that this is their domain, so try not to bombard them with professional jargon and instead take a casual approach and invite them in for a chat.
You may also find it beneficial to have the help of recruitment agencies in Newcastle. Specialists in the digital and tech sector, North East firm, Ronald James, has a number of contacts within the industry and may hold details of suitable candidates, past and present, who are looking for similar work.
Once you succeed in getting your candidate(s) in for an unofficial interview, you should think ahead about ways to tackle the conversation. Bear in mind that individuals who did not apply for your job in the first place might be a little reserved, and not desperate to impress you with their skills and knowledge like you’d expect from most interviewees. For this reason, you should avoid asking the standard interview questions that encourage a practised response, and instead opt for a dialogue that will help to bring out the best in a passive candidate.
Ensure that questions are open-ended to give the candidate the opportunity to get answers to things that they want to know about you. With any luck, you’ll start to arouse their curiosity. If you’re still unsure if your candidate is interested, look out for some of the tell-tale signs listed in this article.
Making an offer
When offering a job to somebody who is satisfied in their existing position, you must consider what it is that is keeping them happy and try to match it, or even beat it. For example, if your chosen candidate is motivated by money, you’ll no doubt need to offer them a better salary package than they currently have. If they love a certain type of task, you will be required to demonstrate that you can offer them similar, or better, responsibilities. However, if you are that confident that your position is made for this person, try giving them an honest outlook on the role, what your company is like to work for and what they can expect in terms of opportunities for training and progression. It may be that they realise without much persuasion that this job is an opportunity that they shouldn’t refuse.
If you are serious about attracting new candidates, why not book in for a free 10-minute client attraction call with us today? Please click on the link to make an appointment.