With the recovery of the United States economy unfolding at a solid pace, the scales of the job market have tipped in favor of candidates. From about 2008 to 2012, the American job marketplace was paradise for employers due to the sheer availability of qualified candidates; however, that is no longer the case.
Employers are increasingly turning to job recruiters for the purpose of finding the best people to join their staff at a time when competition is tight among hiring managers. Slim pickings are a problem now; if you are a recruiter who wants to constantly deliver the best candidates to your clients, the following four tips will help you in this regard.
Paying close attention to the social media profiles of your candidates as they relate to their business, career and professional endeavors can reveal a lot about their potential level of commitment to their jobs. For example, if you are looking for an ideal candidate to fill a high-level tech management position, a prospect who is active on the CIO Magazine forums could be a good choice.
Recruiting is more art than science; it requires more finesse than skill. If you feel as if landing the right candidates is harder than infiltrating the ranks of the fashionable elite, you are not looking in the right places. Instead of clicking around on LinkedIn all day, you should approach MBA alumni associations and clubs. Modern MBA graduates tend to be serious about their networking; it's almost like continuing education to them. Be nice and introduce yourself as a recruiter with a special interest in candidates who obtained an online MBA degree.
At a time when employers are fighting over qualified candidates, job seekers are more likely to skim over job descriptions that do not catch their eye. The best candidates are those who really get into their jobs; they don't usually pay attention to cookie-cutter job descriptions. The ideal job descriptions should be useful, enticing and should include between five and ten responsibilities.
Great candidates tend to be like detectives when they sit down for an interview; they will ask many questions not only about the company but also about the positions they are being considered for. If you don't have all the answers in the first interview, be sure to have them for the second meeting.
The four tips described herein will not only make it easier for you to land the best candidates: you can also apply them in your own life to improve your professional standing.