Online Recruitment Strategies & Best Practices
Keeping Candidates Warm
I have heard from family and friends who have dealt with recruiters and have been at odds to figure out why recruiters have bothered to call them. The expectation from the recruiter and candidate about how and when they interact, can often differ quite vastly.
I can only assume that the purpose of some calls made by recruiters to candidates is to either “keep them warm” or to fish for information about other jobs that candidates have heard about or applied for so that the recruiter can attempt to recruit for that job also.
This leads me to ask the following two questions:
For candidates – if you are going to get you to take time out of your day to speak a recruiter, what are your minimum expectations from them ?
For recruiters – what level of contact with candidates, whom you are not currently putting forward for open roles is necessary and what is just a waste of time?
To quote Glen Cathey “anything that doesn’t provide value to candidates, employees, and hiring managers is waste.”
It is very common practice for recruiters to call candidates for a “chat”, asking questions that seem irrelevant to them but still not providing them with any worthwhile to apply to. This leaves a negative impression and seemingly wastes time for both the recruiter and the candidate, so why does it happen?
Likewise, is there value in interviewing candidates who you will not place, just to have on your database?
There are of course apparently good reasons as to why this happens. Many recruiters will put forward some very valid arguments for why they do this and may very often have a successful track record in place to back their argument up. It is certainly an area where I am keen to raise further discussion on and hear some of the reasons why recruiters believe that their method is the best route for them to take.
I believe that any approach taken should also be in the interest of both the candidate and the recruiter, not just the recruiter.
There are a number of different approaches used by recruiters:
Keeping Candidates Warm
This involves lining up candidates in a particular niche, “hot candidates” so to speak with the idea developing close relationships with them so that when a suitable position comes up, recruiters can place them.
Positives of this approach: as you have already built up good relationship with them, when suitable positions arise, you can put them forward very quickly. If they have had a good experience dealing with you, they may provide references or if they become a hiring manager may use your services at some stage in the future.
Negatives of this approach: it leaves bad impression if you do not place them or find suitable positions to send them forward for. It can be a waste of time and effort for all of the candidates which a recruiter does not place in roles.
Just in Time Recruiting:
This is the approach recommended by Glen Cathey, the “Boolean Black Belt”. He states
“in recruiting, your candidate pipeline is your inventory. More specifically, your work-in-process (WIP) candidate inventory. Candidates who you do not place (or put forward for positions) are waste inventory.”
Recycling “Hot Candidates”
As outlined by Jonathan Campbell of Social Talent in a recent webinar, this approach involves using Just in Time methods to source candidates for an open vacancy, developing a strong shortlist. Then, rather than moving onto building a shortlist for the next role, more potential employers are found for this hot shortlist and they are also put forward to these potential employers.
Personally, I believe that both efficiency and providing a high level of service are very important.