How to Create a More Active Candidate Strategy
When it comes to finding candidates, we talk a lot about passive candidates (after all, 70% of candidates are passive!) and how you can refine your recruiting pitch to target candidates who aren’t actively looking for a new opportunity.
However, it’s time to turn that same tenacity on yourself.
All too often, it’s easy to slip into the same habits and then feel frustrated when your candidate leads don’t result in placements. If you think this might be happening to you, it may be a sign that your sourcing methods have become passive, rather than active.
What are the signs of passive sourcing? Here are a few:
- You post jobs on job boards and just wait for candidates to apply.
- You spend your day looking through a list of average resumes without finding a qualified candidate.
- You post or tweet about jobs and when there’s no response, you decide it wasn’t worth it.
- You add more and more candidates to your ATS and leave the ones already there alone.
If this sounds like you, it’s time to get active! Sitting back and simply hoping for candidates to find you isn’t going to result in the kind of success you want. Instead, think about developing an active strategy for finding new candidates. This will help you not only become a more experienced and sought-after recruiter, it will also help you attract better candidates, which will then lead to more hires.
Build your personal brand
What about working with you would be attractive to a candidate? When you’re approaching candidates, make sure that you have a defined look and feel to your business, and a concrete reason a candidate would benefit from working with you. Show off your uniqueness! That might mean creating an “about me” video, starting a blog, or focusing on creating a professional website. It’s up to you how you want to build your brand, and it’s important to consider what audience you want to reach to make sure you’re using the right messaging.
Remember, people identify with people. If you can show a candidate that they are in good hands with you, the more likely they will be not only to trust you with their job hunt, but also to refer their friends to you.
Being an active virtual recruiter is all about reaching out to candidates, not just waiting for them to come to you. In the words of one of our successful recruiters: “always be recruiting… even when you’re not recruiting, you’re recruiting.” This means you should always be thinking about creative ways to find candidates in your network, such as reaching out to your connections who know healthcare professionals, or going to networking events. The more you connect, the better your chances are of finding interested candidates. If you do your job well, these candidates can turn into raving fans and refer their friends to you.
Sell benefits, not features
One of the best ways you can turn from passive to active is by refining the way you talk to candidates about the positions themselves. When talking about a job, it can be tempting to fixate on the what’s — the PTO, the salary, and the job duties. Instead take the time to understand the position and try focusing on the benefits. How will this job help with your candidate’s career goals? How can it help them become the person they want to be?
There are a lot of recruiters who just list the bullet points of a job. You’ll stand out when you remind a candidate of what the job can mean for them.
Follow up with your existing candidates
Even if your candidate is rejected for one role, that doesn’t mean that they wouldn’t be interested in another role. Follow up with your candidates, or look again at their qualifications to see if there is another job that they’d be a fit for.
Even if a candidate isn’t interested in a new opportunity immediately, it can be helpful to check in every few months to see if something has changed. You may find that a candidate who wasn’t interested six months ago has had a life change that made them more open to an opportunity.
Although using the same methods for recruiting seems easier, it may end up being more detrimental in the long run. Instead, try new active practices to create a stronger candidate pipeline and enjoy more hires.