11/07/2016
These days, companies have a number of technology-driven tools at their disposal in their quest to attract and/or find people who are interested in their open positions. These tools include, but are not limited to, the following:
Social media websites, especially LinkedIn
Job posting sites such as Monster, CareerBuilder, and Indeed
The ability to post job openings on their corporate website
Since this is the case, companies should theoretically have no problem at all filling their open positions (including their most critical openings) in a timely and satisfactory manner.
However, it’s simply not happening.
Make no mistake about it: attracting job seekers and candidates is as easy as it’s ever been.
On the flip side of that coin: attracting highly qualified, A-level candidates is as difficult as it’s ever been.
That’s why a search firm with experience and expertise is valuable, namely because it can find, attract, and successfully recruit highly qualified, A-level candidates. We’re now going to explore why this is the case.
There’s a difference between a highly motivated job seeker and a candidate who is conducting a passive job search (if they’re conducing a search at all). The four points listed below illustrate this difference:
The passive candidate is moderately happy with their current position, and they might even be happier than that.
The passive candidate is appreciated by their current employer, namely because they’re a top performer with many responsibilities.
The passive candidate is already being compensated quite well, including salary, benefits, and other perks.
The passive candidate, even if they’re thinking about conducting a job search, won’t do it for fear that their current employer might find out.
These are more than just four points that distinguish an active job seeker from a passive candidate. They also represent the four reasons why recruiters find the candidates that nobody else can find.
These candidates can’t be easily found because they’re not making themselves easily found. Not only that, but once they’re found, they’re not easily recruited. This is where an executive recruiting firm brings value to the process.
That’s because recruiters seek out highly qualified, A-level candidates and they engage them in conversation. They provide them with career advice. They build relationships with them. Recruiters don’t do these things through social media or on the Internet, but rather they do it over the telephone, and when possible, in person.
And that’s also why, when they find the candidates that nobody else can find, they can also successfully recruit those candidates...which is the best reason of all for a company to use an recruiter.
