Rise and grind, then stay risen and grind into the wee hours of the night. Did someone mention coffee earlier? There can be quite a difference in the amount of blood, sweat, coffee and tears a hire is expected to have in an agency setting, versus corporate life. For creatives, having reputable agency experience on your resume supplements your portfolio. A portfolio is living, digital proof of doing agency-type work. Collaborate with professional peers on spec work to get you started.
Spec work. No one likes to work for free but if you want to build a portfolio, you have to start somewhere. Brand yourself smartly and consistently online. Candidates want to feel heard, they want to ask questions and they want to feel like part of the process. A serious lack of communication during an interview process can leave the candidate under the impression that this is how things will look even when he or she will get the job.
Another major disappointment among candidates is the application process. Considering these we may add: perfectly reasonable requests, employers around the world are putting strategies in place so that candidates can have a good experience during their interaction with the company. Technology is a big part of the candidate experience puzzle, together with building a great company culture.
In most of the cases they experience poor communication with employers. So they turn to your agency for help. They hope for a better understanding of their needs. Candidates see your agency as the bridge between their needs and employers. They expect from you to understand the hiring market and multiply their efforts in finding a more challenging job. Both you and the employers want to offer candidates a better experience. The employers have their own strategies for that.
But what is your strategy? As a recruitment agency you are used to act like an employer. You find people for jobs, not jobs for people. But, this old fashion strategy is no longer the only way candidates and employers interact. In fact, yes, today employers do find and invent jobs for talented people in their pipeline. This is why you should offer a great Candidate Experience to the Talent who is reaching you for help.
They can reach you from multiple channels: Social Media, your website, e-mail, etc. How are you engaging with them in an active way, keeping the communication flow optimized?
Maybe you decide to make an email campaign and inform employers in your Sales Pipeline about these candidates. This would be a good way to tackle this opportunity.
Second, you may think to put out there the information about these candidates, maybe create a new page on your website. In the first scenario, you are limited to a one time presentation, and what we mean by this, is that you send each time an email to each employer. For the second one, making this information public about candidates may leave only a small number of candidates interested in this approach.
Taking a closer look at the 2 scenarios above, they ask a great deal of work from your side and the processes leave room for automation. But still, you should change the way you work.
You are a Consultant and covering needs from your employers is what you like to do. You should stay focused on finding candidates and employers who understand the need of a Recruitment Consultant in their need to fill a gap.
Candidate Experience is the way to go in the recruitment landscape , where each part plays its role puting candidates first. Sign up to get our best career advice and job search tips. Thank you for signing up. Share link:. Featured Jobs. News Apprentice. Tax Correspondent.
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