As a recruiting professional in a high growth industry (healthcare, energy, biotech) what candidates think of you really matters.
The reality of recruiting is that not every candidate is in demand. There are many marketers and middle managers and people from down trodden industries that are out of work or are under employed and unhappy in their current position.
Typically a recruiter with integrity will tell those candidates that there’s really nothing they can do for them because typically the company is not going to pay them a recruiting fee to recruit them. Unfortunately recruiters without scruples will not tell the candidate they are at a loss and will instead lead them on simply to pad their resume database for future use and referrals.
You are better off making friends and allies with, I want to stress, a limited investment of time and effort. Candidates outside your concentration but still from growth industries and candidates that, while they may not represent a placement fee today, can be an excellent referral source of recruiting business and candidates in the future.
What can you do for a candidate looking for a job?
How about some candid job search advice? Don’t candy coat the matter and tell them to do research, get contacts, use LinkedIn and network. Then ask what they would really like to be doing in their next position and see if you can help.
Here are just a few benefits of this kind of approach:
Referrals to in-demand candidates. How many people are married to someone in another industry like healthcare? While the individual you help may have no healthcare experience on their resume they know someone who does. They could be an excellent referral sources.
Job order referrals. Once a candidate lands a position they can become a source for job orders and even a hiring authority.
Recruiters and salespeople. How do recruiting offices grow? Usually by recruiting displaced, unsatisfied talent from their industry of focus.
Brian Calsyn
Recruiting Team Lead
KURZ
800-506-0884 ext. 6824
The reality of recruiting is that not every candidate is in demand. There are many marketers and middle managers and people from down trodden industries that are out of work or are under employed and unhappy in their current position.
Typically a recruiter with integrity will tell those candidates that there’s really nothing they can do for them because typically the company is not going to pay them a recruiting fee to recruit them. Unfortunately recruiters without scruples will not tell the candidate they are at a loss and will instead lead them on simply to pad their resume database for future use and referrals.
You are better off making friends and allies with, I want to stress, a limited investment of time and effort. Candidates outside your concentration but still from growth industries and candidates that, while they may not represent a placement fee today, can be an excellent referral source of recruiting business and candidates in the future.
What can you do for a candidate looking for a job?
How about some candid job search advice? Don’t candy coat the matter and tell them to do research, get contacts, use LinkedIn and network. Then ask what they would really like to be doing in their next position and see if you can help.
Here are just a few benefits of this kind of approach:
Referrals to in-demand candidates. How many people are married to someone in another industry like healthcare? While the individual you help may have no healthcare experience on their resume they know someone who does. They could be an excellent referral sources.
Job order referrals. Once a candidate lands a position they can become a source for job orders and even a hiring authority.
Recruiters and salespeople. How do recruiting offices grow? Usually by recruiting displaced, unsatisfied talent from their industry of focus.
Brian Calsyn
Recruiting Team Lead
KURZ
800-506-0884 ext. 6824