How to... beat the lobster pot approch

29-Oct-2008

In the current climate, recruiters cannot rely on good candidates just turning up - they need to actively seek them out

It’s never been more important to use guile, imagination and creativity to source those exceptional candidates, the ones that your clients will definitely hire, even in these difficult times.

Most recruiters under 35 have never experienced a real downturn before, and therefore haven’t needed to learn how to dig deep for the rare and instantly placeable gems.

For the past 15 years demand has largely outstripped supply, so hiring companies have taken what’s on offer and many recruiters have lost the ‘truffling’ skills needed in leaner times.

It’s common now to see the day’s ‘harvest’ of vacancies posted on the job boards overnight, and the lobster-pot hauled up in the morning to sift through the ‘catch’.

I’ve got nothing against the job boards — they fulfil a very valuable need — but this approach just won’t cut it in current market conditions. Now is the time to reintroduce those techniques that will set you apart from the crowd.

How can you gain access to applicants for your clients that your competitors can’t?

The first place to start is your own company database. Here you have a group of people who have approached you in the past and about whom you know a lot.

The conversation should have two key objectives. First to see if they are suitable for or interested in your job, but just as importantly, to gain a referral to someone else who is. Referrals are just about the most powerful source of good candidates.

You’ve got to learn your way around the networking sites, both business and social, because here you will find a wealth of talent not necessarily actively seeking jobs.

Join the appropriate groups on LinkedIn, learn how to use them, and again you will have access to some great people.

Use the people you’ve recently placed, or people you know are about to move jobs. Find out if they’re having a leaving party. If yes, get invited along. If no, offer to host one for them — put £50 behind the bar and ask them to invite along their workmates.

Ask them why they’re leaving. If there’s a ‘boss’ problem, find out if others are unsettled as well.

Do some physical networking —find out where these people go, events, conferences, exhibitions, and even the best pubs and wine bars, and go along yourself

Use your customers. Ask if there are specific people they would like you to headhunt.

One thing is certain, all big billers have a heightened sense of awareness about where the good candidates are, and frankly, they are incredibly nosy. They are always busy, day and night. This is what sets them apart and why they always come up with the best applicants. They are single-minded and tenacious. Because they get hold of people not visible to others, clients will usually take their calls, particularly now, when companies are using the economic climate to improve their gene pool.


TOP TIPS

Don’t just rely on the job boards, there’s so much more out there

Use your own database — you’ve paid to populate it, after all

Make sure you represent your candidates exclusively. Cover all bases for them

Learn to interview forensically to get spin-offs and referrals

Work in the evening. Candidates are relaxed and will talk freely