Employers Hub | The easiest part of executing a candidate search

Ironically, the execution of the search is usually the easy bit once we have the foundations in place. The first three steps of our process should be covered by now, so we are ready to get started.

So, what next?

Firstly, we refine the message that we are going to give to the market about your brand. Then, we make sure that all the key selling points of the opportunity are neatly packaged up so that we can approach the right people with the right message at the right time.

We have also built out a profile by now, so we know who we are going to approach. We’ve also mapped the market thoroughly and have identified potential employers to headhunt from as well as verticals and experience levels to focus on.

From there, it’s a team effort and, while your Account Manager will be your point of contact, we will have a team working behind the scenes engaging with candidates and helping to shortlist talent.

While we might be engaging with the right candidate already, it’s still important that we spread the net as wide as possible to cover as much of the market as possible.

Some of the places we’ll engage talent are listed below;

1. Our extensive network of candidates with whom we have relationships that have been nurtured over many years.
2. Various headhunting tools, including LinkedIn and other databases.
3. Social media – we have more than 15,000 followers on LinkedIn alone, and that number is growing.
4. All major job boards.
5. Active candidate referral program.

The execution of any search is only as good as the planning and preparation that goes in. Sticking to our four-step process is a big reason why we have a 13.5 working day turnaround from job brief to offer on average, as well as a 93% fill rate and a 97% candidate retention rate through the probation period.

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