The key reason for the difficulties is not that your remuneration package is lacking, or the job description is unexciting; it’s that most people are actually not looking for a new job. At best (from a recruiter’s perspective) they are passively open to interesting opportunities. They are generally happy with their current position and the company they work for, but they are open to something new should something much better cross their path.
Our job is to identify the right talent for our clients and to get their attention. We do this by combining headhunting techniques with data-driven recruitment, using social media channels such as LinkedIn. By formulating recruitment campaigns and targeting them at the right group, we can reach people who will be interested in a particular position, who are a good fit and who, for the right job, are willing to consider a move.
Data-driven recruitment combined with a strong and distinctive ‘What’s in it for you’ proposition helps persuade a potential candidate that the position in question is a good one for them, and at a better company than the one they work for now.
The key to employing data-driven recruitment correctly is to determine the target group you want to reach – the skills and experience you are seeking. Next is to develop appealing content, so that once you know who want to reach, you are in a position to do so with content that will trigger them into action. Through automation, we manage the process in the best way possible and ensure that data is applied efficiently.
The big advantage of data-driven recruitment is that you can reach people that you cannot reach any other way. And you can do so globally. The information gathered through data-driven recruitment is easy to analyse, and when used to reach an appropriate target group, the result is the long-term employability of new employees. Data-driven recruitment is also an extremely good way to find passive talent – those people who are generally happy in their current work, aren’t looking for a new opportunity, but who could be interested if you approached them with a great opportunity. This is especially useful when looking to fill executive and specialist roles. Finally, the automation processes that are central to data-driven recruitment save time and increase the chances of finding the best person for a particular role.
