Recruiting

How Recruiters Are Able to Source Candidates Some Employers Can’t Reach

How do you find the right employee, effectively combine traditional and modern search tools, and correctly assess whether a candidate’s qualifications meet the employer’s requests? In this article, we’ll discuss the technology recruiters can use in their search for and selection of the right candidates and the tools leaders in the recruitment market have successfully used for years.

recruiting tools

Uncover Specific Talent Using Skills and Tech Tools

Technology has changed life drastically, so there are many recruitment tech tools and software recruiters can use to make the hiring process smooth and easy, such as Google Chrome’s Prophet extension, LinkedIn Recruiter, applicant tracking systems (ATSs), and Google.

Google Chrome’s Prophet extension can be used if recruiters find potential candidates but don’t know how to contact them or need additional information. The software uses an advanced engine to uncover the contact information recruiters need that can’t be found on the Web. For example, when recruiters click on someone’s LinkedIn profile, Prophet will find additional details about the person, such as Facebook and Twitter accounts and personal blog sites, as well as generate and verify e-mails and phone numbers. Because they’ll have a more complete picture of this potential employee, recruiters can more easily determine whether he or she is the right fit for the company.

LinkedIn Recruiter is another powerful tool that goes beyond simple searches to uncover where employees are most likely to go or track newly registered candidates with the right skills on LinkedIn. However, it’s very expensive and is thus used mainly by larger companies and recruitment agencies. Smaller companies and agencies typically use LinkedIn Premium.

Recruiters can also simply use Google to search by main keywords, employer, programs and skills, qualifications and certificates, and job title, as well as ATSs, which will select only the most relevant résumés, thereby reducing the number of résumés recruiters have to review and narrowing the search. Some of the most popular ATSs include Jobvite, Newton, and JazzHR.

Find Niche Candidate Databases Based on Specific Areas of Specialization

Recruiters’ typical search tools include their database of potential candidates, Internet resources, direct searching and recommendations, universities for the best students and graduates, and professional recruiting agencies. Over time, by using these resources, recruiters will likely be able to recall specific candidates they met through this process, thus providing a starting point for new searches. Gone are the days when a candidate database was a folder with paper profiles locked in a recruiter’s nightstand; a modern database of potential candidates, even in small companies, is now typically an electronic tool for organizing, storing, searching, and using data.

Talk to Colleagues Who Come from a Relevant Industry

Recruiters need to be 100% sure of their choice and should have the opportunity to discuss with colleagues if they’re unsure whether a candidate’s negatives outweigh his or her positives. Therefore, another potential resource could include colleagues or acquaintances who are experts in the field for which they’re recruiting, as well as the line manager, who may be able to provide the names of potential candidates or companies from which candidates can be sourced. Additionally, recruiters can meet potential candidates through social networks or at public events.

Understand Candidate Psychology and Motivation Behind Changing Careers

Experienced recruiters understand that workers cannot be forced to work overtime or on the weekends and that a regular manager cannot simply become a department head if the person doesn’t have the appropriate leadership qualities. But, recruiters can do some research to find information about a person’s qualities, psychology, and ability to improve and evaluate his or her actions. Therefore, in order to properly assess the applicant and be able to understand the person’s motivations, the interview process should be structured so that the candidate has to answer key questions whose responses will provide critical information.

Partner with PEO Services for Help from Other Professionals

Another method recruiters can use to attract new talent involves applying for a global professional employer organization (PEO), such as PEO Canada or PEO Georgia. These companies manage all new hiring and compliance records, such as government filing for new hires, and can electronically store documents and forms for employees and manage billed time off in one system. In addition, they provide all kinds of employee benefits.

Use Both Active and Passive Candidate Networks

Although it’s considered inappropriate to call a potential candidate and persuade him or her to agree to a face-to-face meeting, direct phone calls from recruiters have become a regular practice. However, recruiters openly introduce themselves and offer to discuss the details of the employer’s job opening; in other words, such recruiters are proactive and don’t sit idly by.

Conclusion

Recruiting mistakes can ruin a business, and when it comes to finding the right employee for a crucial position, the price of a miss is the loss of profits and reputation. For small firms, the risk of hiring the wrong employee can be much more dire, potentially resulting in the failure of the business. Therefore, recruiters who can objectively assess applicants’ personal and professional qualities will always be in demand.

Beck Rana is a game developer who designs and creates video games for computers and video game consoles. She also writes out ideas and concepts for characters—levels she absolutely loves.