Network Now for Less Work Later: Why It's Time to Start Building Talent Communities

Network Now for Less Work Later: Why It's Time to Start Building Talent Communities
From Recruiter - September 13, 2016

One of the most important things that recruiters can do is maintain valuable networks. Social media websites such as LinkedIn, Facebook, and Twitter can be great places to source candidates for these networks, but many recruiters arentgoing far enough.

Instead of just spamming the Internet with jobs and hoping somebody qualifiedbites, what if you had an interested candidate pool ready and waiting for your next job opening?Trawlingsocial media in search of candidates is effective if you have enough time, but its far from efficient.

A good recruiter is always networking and using every connection they have to get another connection, says Ray Bixler, CEO of online reference-checking firm SkillSurvey. Searching social media profiles has become the primary method for finding passive candidates, especially since you can now use tools to search withinspecific parameters such as job titles, skills, and geographic region.

Bixler notes that many recruiters also still rely on the old-school pick up the phone and call around method of sourcing. But whether theyre using phones or browsers, many recruiters arentmaking the most of their limited time.

Both of these methods are incredibly time-consuming, and when a recruiter does reach a potential candidate, theyre starting in cold-call mode, hoping the candidate will even respond to a phone call, social media request, or email to learn about a position, he says.

Going Beyond Facebook Official

If recruiters want to circumvent much of the legwork of traditional sourcing methods and save themselves a lot of hassle, they may want to look into using specialized software to build pools of interested passive candidates. This sort of proactive solution enables recruiters to target candidates whohave already expressed some sort of interest in working with therecruiter or the company.

Having a list of potential candidatesespecially for specific hard-to-fill rolescan provide recruiters with a ready source of qualified talent, potentially saving them hours of searching, Bixler says. Rather than [approachingit as] a database, it should be a talent community that individuals can opt in to. Its also more effective if recruiters keep it fresh and alive throughongoing engagement with potential candidates in some fashion, possibly by sharing news and information about your hiring brand and by asking for referrals from the community.

Bixler also says that recruiters need to start focusing on cultivating relationships long before candidates are ready to leave their current employers.

It starts with a conversation with the potential candidate to identify what they like or dont like in their current position and what wants or needs they have that will entice them to take the jump to a new position in a new organization, heexplains. They may be very happy in their current position, but most candidates will be open to exploring or at least hearing about new opportunities.


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