What gives you a better chance of hiring the type of superstar candidates you want to hire in this market? The “personal touch,” that’s what.
Who says so? The superstars themselves.
TEKsystems, a leading provider of IT staffing solutions, recently announced the results of its quarterly survey. Below are some of the more interesting results of that survey:
- On average, top professionals (i.e., passive superstar candidates) receive 23 solicitations per week regarding an open position.
- Eighty-eight percent (88%) of top professionals indicated that the number-one criterion that would prompt a return call on their part is whether or not the message left for them included detailed information about the job.
- Sixty-five percent (65%) of respondents indicated that a message left in a professional fashion would also prompt a return call.
These results tell us that passive superstar candidates are being inundated with information regarding job opportunities, so much so that they certainly can’t respond to every message left for them and will only respond to those messages that meet certain criteria.
In other words, they’re looking for the “personal touch” that will make them take notice of an opportunity and give it their attention. These aren’t just superstar candidates in Information Technology, either. This applies to ALL such candidates, including those in the Animal Health and Veterinary industries.
The problem is that due to many factors, including the high volume of job seekers applying for open positions, hiring managers are often too busy to give superstar candidates the “personal touch” they crave. As a result, they’re not finding, recruiting, and hiring the candidates they want to hire.
That’s exactly where a recruiter enters the picture.
Here’s another interesting tidbit of information from the survey: 59% of top professionals report that the number-one source they confer with during the job search process is a recruiter. The reason for this is that recruiters are able to give these candidates the information they need to make a decision about an opportunity that could be right for them.
The recruiter tells these candidates more than just the job description. They provide information about the responsibilities of the position, the team dynamics, the culture of the company, the opportunities for advancement, etc.
In other words, they provide the “personal touch.”
How much of a “personal touch” are you providing to superstar candidates? Do you treat them differently than you do other job seekers? If so, how different?
If you have any questions about this article or about how we can help your organization provide
more of the “personal touch” that will attract the type of candidates you want to hire, contact
Stacy at firstname.lastname@example.org. You can also see more about our recruiting process at www.theveterecruiter.com.