Send. Tell what you do and especially show how much you love what you do.
Seduce. Each time you take people a step further to the goal you have; that they would love to have that job you have for them (or rather; that you will find for them someday). You do this by building up a bit of credit on the basis of which people want to take the next step.
Converting . Always be closing; people don’t do things by themselves; ask them to do them. Timing is everything.
Doing this requires a huge change; first a change in mentality and then a job design, where the words multi-channel, 24/7 and on- & offline fit well. Also check out my SlideShare presentation below:
Sourcing
Sourcing; identifying, tracking and approaching candidates by means of proactive (that is where the added value of this approach lies) recruitment techniques, is increasingly becoming part of the tasks of (corporate) recruiters. Where agencies have been doing this for a while, employers are now increasingly sourcing internally as well.
Three well-known sourcers from the Dutch recruitment market (Britt van Capelleveen, Gordon Lokenberg and Sydney Hiele) were allowed to show people who have little experience with this recruitment method how quickly you can find and approach candidates for a difficult to fill vacancy as 'manager biogenic materials'. At the end of the day, the first suitable candidates had already been found and a recruitment manager went home with a big smile on her face.
Tips:
When searching for candidates, turn on your search history so you can repeat your searches instead of having to retype them each time.
Do not use LinkedIn's own functionality to search LinkedIn, but do so via Google.
When doing your international search, don't focus on the media you use a lot. Germans often use XING instead of LinkedIn, French Viadeo, etc.
Are you having trouble building your own search strings in Google? Google them..
Mobile
Now that 60% of Dutch people have a smartphone and 13% of online traffic worldwide consists of mobile traffic, it is time for recruiters to take a look at what happens when your candidate tries to access your vacancies via their smartphone or tablet. The experience is usually terrible, thanks to websites that are no longer readable and often failing systems when someone tries to apply. So think about when your target group uses which device and make sure that the experience of your candidate is also pleasant then and there.
Big datamedia, which has made data public. The problem is that recruiters on average do not like data and technology providers therefore have to think about how to offer recruiters easy tools behind which 'complicated things' happen.
The human aspect
In addition to highlighting the often underutilized possibilities of online for greece mobile phone number list recruitment, several sessions also emphasized the problems that arise from 'forgetting' the human aspect. What you do, say and offer in terms of functionality as an employer, recruiter or hiring manager has a major impact on your candidate.
And with that, you can really screw it up in the case of a candidate you do want to hire, but also in the case of a candidate you don't want to hire. One of the candidates who was allowed to talk on stage about his 'candidate experience' at the beginning of the event: 'You can't digitalize everything, it remains human work'.
Conclusion
There are all sorts of possibilities that make it a lot easier for the recruiter and recruitment manager. But that also makes it less easy. Something that cannot be said often enough in this industry where too few decisions are made based on data: measure! And to say it as Marc Drees said; “Make sure you know why you do things”.
Also check out all SlideShare presentations from the sessions during the event.