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In a rapidly shifting economy based on the very cutting edge of technology, the competition for talent is at fever pitch. Everyone wants the reach the best, the brightest and the most talented candidates to propel their businesses forward. For smaller, newer companies, this struggle for survival also means there’s less time for training fresh talent; no, they need the best they can get as soon as they can get them.
This level of competition also means that many of the candidates you might wish were available for an open position at your company, simply aren’t. They’ve likely settled into a company that’s working hard to keep them happy and keep them productive. They don’t spend their weekends looking through job listings, scouring social media or sending their resumes for another job when they’ve already got one they love.
But that doesn’t mean they aren’t looking.
Most professionals, especially the particularly talented ones looking to make a mark in their industry, are always intrigued to hear about new initiatives. They ask themselves what these kinds of projects mean for the future of the industry and if they could benefit by contributing in one way or another.
Rather than looking for jobs, we should say they’re looking for and are almost always receptive to opportunities – opportunities to grow, earn more, get better benefits, take on more responsibility and make a mark in their profession. The implications for recruiters and CEOs on the lookout for good talent are huge. Here are a few lessons to keep in mind:
· Don’t discount potential candidates who already have a job – No, we’re not necessarily talking about luring talent away from their work with better benefits (though this can sometimes tip the scales). What you should be doing is forming a relationship with these individuals before they ever appear on the market as active seekers. Get them excited about your project and engage with them regularly. This may not motivate them to leave their current job right away, but when they do leave, you’ll have an open door to step through and offer them an opportunity they may be interested in. They may even approach you.
· Regular recruitment channels don’t always work – The more in demand a candidate is, the less likely you’ll be able to find him/her using normal recruitment methods and job listings. Social media is great for many things, but especially as a networking tool to find and be in contact with candidates before they even realize they’re looking for a new job.
· By showing initiative, you have the advantage – If you express interest in a potential candidate before that person is even available, their impression of you and the potential of working for your company will be significant. Everyone wants to work somewhere where they’re wanted. While all the other companies are waiting for candidates to send their resumes to the company, you can get one step ahead of them by building a network of future candidates. Fostering these kinds of relationships will also help you know how best to approach each individual.
We’re committed to leaving organizations and their people in a truly better place –
more changeable, more engaged and better equipped for creating a better future.