Let’s talk straight. Recruiting databases, expensive applicant tracking systems and fancy marketing slicks are cool and what not, but at the end of the day, most quality candidates are directly sourced & recruited.
How many times in your career have you clicked on an “Apply Now” button, only to see that the company requires you to input multiple years of work history and references in addition to uploading your resume? Did you always spend the time to apply to those jobs?
Most of the top talent in today’s market is not interested in seeking out and applying to your HR team’s job ad and spending time filling out a lengthy online application. Candidates need to be motivated to do so.
Most recruiters send out bulk generic emails to candidates based on key word searches to see if they’re interested vs. taking the time to craft a truly targeted phone/email/social media campaign focusing on attracting individual candidates.
Here’s a quick example for you… My resume has a ton of software tools and technologies listed on it, so I get recruiter emails on my resume almost daily for developer jobs and random IT infrastructure roles. I get these kind of recruiter emails come from many companies & local firms that you’ve probably familiar with or have worked with before.
This is especially true in the technology sector where it’s common for software developers to be targeted multiple times a day by recruiters. With this trend, professionals have even less of a reason to apply to your job now. On top of that, they have less inclination to respond to recruiter solicitations.
I’ve been in the recruitment industry for 10 years both as a recruiter and a global talent manager, so I understand the demands of hiring managers and what it takes to successfully recruit for enterprise clients.
I also understand that it’s impossible for most in-house recruiters to spend hours recruiting on your open requisition(s) while simultaneously navigating the everyday demands of an HR office
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