I wanted to reach out to you all to get some advice on filling a difficult job order. I am a new recruiter in the healthcare field (placing admin. jobs), so I am trying to develop my sourcing skills at this time. I feel I have maximized all of my efforts in locating the qualified candidates in our internal system. I have posted on my own personal Facebook page (as I know many people in this particular field) as well as my LinkedIn account. No luck. I've also tried to get referrals from tons of people and I do get a few call backs from referrals, but no one truly qualified (or wanting remote). The problem is most seasoned people in this field want remote positions and this is an onsite position. No one wants to work onsite. Advice? Thanks!
Well, is the problem that it is not fillable or that you can't find anyone? When you use negative speak, it sounds like you've given up on it. In that case, move on to the next search.
If yopu want to fill it, then you should directly call people who are currently working the position for competitors.
No, not giving up in the least. I just want extra insight on how to approach this challenge. I have also called passive candidates who are working for competitors, but they are not seeking to make a move. I will keep trying this approach and will dig deeper, just wondered if anyone else had special techniques they used.
Hi Cristina - everyone has a price. You say that no one is seeking to make a move. Well, they're not, because you haven't given them a compelling reason to consider your opportunity. So instead of making it all about the new job, start asking what they WOULD want to hear about. Try this -
"Thanks Candidate - I understand you're very happy where you are and not interested in leaving. But tell me - if I were to call you in 6 months with the PERFECT job for you, what would that look like?"
Get them talking about what they want. Close to home, more money, better boss... EVERYONE has a price. It's just not always $.
Ditto Amy's response. It's all about the value prop that you're bringing. Rather than saying "I have this job - are you interested?" Get them to a point where they're talking to you. Get them to at least make a commitment to hear you out a la "If I could present you with a situation that's better for you than the one you're currently in, is that something you'd like to hear about?" Not word for word, but you get the idea.
It can take time to develop the ease and comfort level to really sell and engage the truly passive candidates, but it's something that's definitely worth working on - it will, in time, separate you from the average recruiter.
The above advice is right on the mark. Direct Recruiting is the best way to find that passive candidate. Your clients pay you a fee to find the Top Talent and Direct recruiting will help elevate you to a higher level.
The one thing that I would like to add is referrals. When you are speaking with candidates and they are not interested in this particular position then ask them for a referral. Caution do not ask "Who do you know who is looking" Because as you have probably already found out you normally get a "no one" response. Ask them "Who do you know that is great at what they do, just like you that I should be networking with?"
If you have not built a touch plan and are not asking for referrals on every call you are missing allot of Great opportunities.
Good luck and I hope this helps.
All great advice, everyone! Thank you for the helpful tips.
Christina - I have been an on-site recruiter twice in my career both times as a manager. The best part is the clinet is right down the hall from you. The worst part is the clinet is right down the hall from you. LOL The best place to find on-site recuiters is to find agency recruiters working in office. A lot find being the third party in recruitment frustrating. Though you are a third party as an on-site - you are more like a partner and if your good you can sway the client. If you send me a little about your position I might be able to refer some folks to you.