LinkedIn’s 2015 US Recruiting Trends report shows that recruiting in 2015 means going after passive candidates and maintaining a strong presence in social professional networks. It’s important to use the newest recruiting solutions to build and maintain an engaged and high-performing workforce. With intense competition for top candidates emerging as the biggest hiring challenge today, no employer can afford to get behind in the recruiting process. Employer branding and candidate experience have become standard tools for recruiters and employers, and now the next-level recruiting solutions are starting to take hold in sourcing and recruiting.
Recruit in Social Professional Networks
Social media is not just for cute cat photos and funky videos. It’s essential for creating recruiting solutions for candidate sourcing, connecting with industry professionals, and building a presence as an employer of choice. LinkedIn’s study found that social professional networks are the number one source of quality hires in the United States. LinkedIn is not the only player here. Obamacare upped the game for everyone in the healthcare and insurance world, giving rise to networks like Doximity, which has a whopping 40 percent of U.S. doctors signed up for M.D. networking. RallyPoint, HirePurpose, and LinkedIn for Veterans give those with military careers a niche in social networking. The list goes on, with platforms including GitHub, Academia.edu, Spiceworks giving candidates and employers the fast track for finding and getting to know each other.
With almost half of U.S. companies using social professional networks to target quality candidates, you have to make social networks a major part of your recruiting strategies. Recruiting solutions that include social networks help recruiters be more effective at finding candidates, figuring out where target candidates are online and in social, and strengthen and broadcast a solid employer brand.
Recruit Passive Talent
With three quarters of professionals identifying as passive job seekers, employers have to include the recruiting of passive talent as one of their top recruiting solutions to be competitive. Recruiting passive candidates involves different recruiting skills and techniques than traditional recruiting solutions. Recruiters need to know how to source passive candidates, how to communicate with and engage them, and how to present their companies’ opportunities as the most attractive career move.
Those skills include defining the job, selling the discussion or exploratory phone call, getting the candidate to sell you on why he or she is qualified and wants the opportunity, focusing on career growth rather than compensation, and making the hiring managers responsible for quality hires of candidates with top performance and potential rather than skills and experience only. This is directly from recruiting expert Lou Adler, who says recruiting passive candidates means using recruiting solutions and hiring processes designed to attract top talent rather than eliminate weaker candidates.
Build Candidate Personas
According to RecruitingSocial.com, a candidate persona is a fictional representation of your ideal hire for a specific role, based on as much real data as possible, along with educated guesses about experience, goals, motivations, and concerns. The idea behind creating and using candidate personas is better understanding the candidates you are looking for so you know where and how to find them and how to communicate with them. Candidate personas are essential to effective recruiting solutions because they help streamline recruiting processes by eliminating scattershot approaches to sourcing and job posting with more focused recruiting.
The first step in creating candidate personas is to understand to positions you are trying to fill. Continue by discussing the essential job functions with hiring managers, look at existing top performers and their performance and engagement levels, and consider the team and company culture. Look at ideal talent in social media and study their profiles to put together a solid representation of the kind of candidate you want to hire for the role. Describe background information including current employment, experience, education, generation, professional and personal goals, and objections they may have to changing jobs and working for your company.
With a solid foundation for the persona, develop an engaging and persuasive elevator pitch about how the open position fits their career goals and solves their career challenges. Use candidate personas to focus recruiting efforts and develop effective messaging for the quality hiring results you need.
We’ll take a look at other leading recruiting solutions in future articles. And feel free to contact us with your own favorite recruiting solutions as we move into the second half of 2015.
Andrew Greenberg’s roots in recruiting date back to 1996. He has experience both on the agency-side and corporate-side of the staffing business, with a focus in the financial services space at companies like Bloomberg and UBS. He also has core experience with information technology staffing, and has worked for major software companies such as SAP Business Objects and IBM/Informix Software. To get in touch with Andrew, you can reach him by email or by phone at (800) 797-6160.