Skip to main content
 Why You Need to Treat Candidates like Gold Dust

All recruiters know that the most frustrating thing during the hiring process is giving out a great opportunity to an awful candidate – it can lead to low productivity and a high attrition rate. It can also cause massive damage to your personal brand as a recruiter.
To ensure you don’t make the same mistake, take a step back and review your strategy. Are you engaging with candidates or solely focused on pleasing your clients? If you aren’t, you’re playing a dangerous game. Here are the reasons why you should be treating any candidate like gold dust

1) You won’t need to spend on job advertisements:
If you can fill any position without having to place a job ad, then make use of your database of CVs and resumes – some may not fit the job spec, but there will be people who will jump at the opportunity. You’ll save money, and make your job easier – plus your candidates and clients will be happy. Winners all round!

2) Engaging with candidates equates to a good word of mouth:
Just remember: candidates do not need recruiters, but recruiters need candidates – you don’t only work for your clients. Engaged candidates will not only let you know when they’re ready to move on (and possibly help you fill a position), but will also share the good news about you on social media, and to friends and family.
No-one can ever put a price on good referrals or word of mouth, so that’s why you always need a good candidate experience.
As you develop your talent pipeline, and build ongoing relationships with qualifying candidates, ensure you don’t alienate any good content during the rejection process too – so choose your words wisely.

3) Placing candidates becomes easier and faster:
If you are the person who reaches out to candidates on a regular basis allows them to understand that interactions are something that you would welcome. In term, it saves you effort and time.

4) The recruiters’ playing field is leveled:
Candidate engagement has always had a big impact on the success of the hire – however researching and reaching out to potential hires is becoming increasingly easy, in turn leveling the playing field.
This means that if you don’t engage with your candidates and treat them well, someone else will and you’ll have to return to the start – so be quick, and good!

Comments

Post a Comment

Popular posts from this blog

What are the most frequently asked Behavioral Interview Questions? Behavioral interview questions are a big part of most job interviews. Employers and hiring managers use these types of questions in order to get an idea if you have the skills and competencies needed for the job. The rationale is that if they know how you performed in the past it will help give a sense of how you might do in the future. For you as the candidate, you’ll need to prepare answers (basically “interview stories”) that highlight the different competencies and skill sets the employer is looking for. The problem is most candidates might have a general idea of how to answer these questions, but the answers usually come out way too long and unfocused, and won’t put the candidate in the best light. That’s why you’ll need to make a concerted effort to create these stories and adapt them to the relevant competencies. Below is a list of some common behavioral...
Post a Comment
Read more
The 4 Myths About Job Hunting Myth 1: You have to know exactly what you want to do before you start applying for jobs If you’re one of those who left university with no idea what you wanted to do, don’t panic – you’re not alone! Unless your degree has set you up to enter a specialist industry, you’re not expected to know exactly what you want to do. So, where should you start? Begin by thinking about where your strengths lay and from there the types of jobs that you’d be best suited to. For example, do you like working in a team or on your own? Do you want to be behind the scenes or out in the thick of it interacting with people? Think about what you enjoyed about your degree and any previous work experience you have, then make a short list of what you liked, along with your key strengths. Once all this is in front of you, you can then start to translate your strengths and likes into a job that’s tailored to you. Myth 2: You have to find your perfect job now ...
Post a Comment
Read more
5 Things You Have to Remember to Do Before Sending Your Resume. If you could choose between a beautifully tailored outfit designed to fulfil all of your fashion dreams or a ready-to-wear baggy tee from some random retailer, which would you pick? That’s a rhetorical question. You’d obviously want that tailored outfit. Did I mention it comes with bespoke pockets? Well, it does. In the age of personalization, we want everything to be made to fit us. So, why would we expect a hiring manager to want anything different when they get a   stack of resumes   in response to a job offer? Whenever a hiring manager posts a job offer, they receive 250+ other resumes on average in response. From that pile, they need to find the one diamond that shines brighter than all the others. How can you expect your resume to shine bright like a diamond? If you send in a generic resume that you didn’t tailor to the job offer? You can’t. Plain and simple. I know, you p...
Post a Comment
Read more