Recruiting can be a tough job, especially for hyper-specific jobs or very important positions. It’s even harder to find candidates for these positions when most of them are already employed. Hiring managers and staffing firms are finding that traditional recruitment techniques can’t always be used to snag these coveted workers, and that more drastic measures need to be taken. Using a professional recruiter to find a worker to fit your unique needs is usually the best option because they have recruited these workers and know exactly what works.
Gather referrals.
A great way to start your search for this candidate is to get current employees’ referrals and give them to your recruiter. If you ask your star employees for a recommendation, they are likely to supply a name or two that is more worthwhile to pursue than random candidates out of a hat. Studies show that 67% of recruiters thought referral hires took less time, and 51% said they took less money. The referral hire is also more likely to stay on the job longer than a non-referral.
As a hiring manager, you can also think of your star employees and their best qualities. Let your recruiter know exactly what you value, so they will have an idea of what to look for in a new candidate or how to search for these people on LinkedIn. You might even be able to get connected on LinkedIn via a shared contact. Using the people you know to find even more great talent is an easy and cheap way to start.
Look at employed candidates.
When it comes to finding these workers, you must be proactive because they are likely already employed and not seeking other opportunities. This is where having a recruiter really helps – they spend all day doing this and it will free up time for you to complete your other day-to-day tasks.
A recruiter knows to look for a worker who is already accomplished in and outside of work, and reach out to them personally. The candidate might be involved in associations or be an entrepreneur in their field, but they will be typically be involved with something outside their job. In this initial connection, seek to determine their skills and goals, and if they would be a good long-term fit for the company.
Find out their needs.
A recruiter who has spent time getting to know your company will know if the candidate is a good fit, then learn their must-have list for leaving their current job and entering a new one. Most times, compensation won’t cut it, although it is still important to know their target range. Are you offering a position with freedom and responsibility? Will they have a team or an independent role? Do you offer training and development opportunities? These could all be important considerations for these talented workers.
It is important that these cases are treated specially, because a worker in high demand doesn’t need you – you need them. Asking them to attend multiple interviews, update their resume or make any other adjustments to prove their worth will likely have them walking away from the offer altogether. It can seem tough to recruit for some positions, but you can always use a seasoned recruiter to smooth the process and quickly find your perfect worker.
