We know that to stay on the pulse of a rapidly changing tech scene we need to be as innovative, yet as personal as possible. Modern day technologies both help yet hinder that process and I want to shed some light on our way of working.
A lot of recruitment businesses still plow their hard earned money into LinkedIn or job boards as their main source of searching for the best talent. It’s important to still utilise these tools as they do still work. However, it’s the modern day equivalent of advertising a job in a newspaper – it’s old news.
It’s no shock that developers are in huge demand. Due to this, they are quickly coming off social networks like LinkedIn due to the bombardment of messages being received.
I was out with a good friend who is a mobile developer at a global retail travel agency recently. He showed me his LinkedIn messages and he had over 45 in a week from agency and internal recruiters as well as hiring managers.
With three out of five job seekers using mobile to search for jobs, it’s hardly surprising that social media has become saturated with recruiters looking for the best developers that the WWW has to offer.
How do you stand out from the crowd when you are just another name on a news feed? Impossible – Or is it?
“I was out with a good friend who is a mobile developer at a global retail travel agency recently. He showed me his LinkedIn messages and he had over 45 in a week from recruiters & hiring managers”
This is where both personality and innovation come into play.
Being personable, knowledgeable and remembering that it’s a long term game you should be playing is one of the key characteristics of any good recruiter.
If you show a consultative approach in your way of working then candidates will soon trust you and believe you are the right person to help them when they are considering their next move. If you build your brand and reputation first, you can often let your candidate pool do the hard work for you by telling their friends how good you are.
You don’t always have to place someone to make money in recruitment. Some of the best successes I have had has been when I have helped candidates make the right decision that is monetarily unfavourable to me, yet financially rewards me via recommendations etc down the line.
Coupled with this is being innovative in your method of recruiting. At Knowit, the first thing we do with new hires is build their social presence.
In a world when social is dominating our lives, how can we expect to find talent when we do what we have always done and what most others are still doing.
There are many innovative ways to reach untapped talent. Previously it was recommendations, job boards and LinkedIn. Today, it’s SEO, hashtags and advanced Boolean techniques to name but a few.
Samm GreenLooking for a new role?