Most of the market in today’s world comprises passive candidates who are not looking for a job. When recruiters hire new candidates, they only have freshies who need training and exposure, and some are let go from their companies. That is where the term “reverse recruitment” kicks in. Rather than the candidates coming to the companies looking for jobs, it’s the other way around.
Imagine a world where we all will be able to think of jobs differently, where companies can make offers to the candidates that are suitable to them-not limited to choosing from the pool of candidates that applied to their company.
Even companies with a healthy pipeline of candidates should look out for this recruitment method to stay competitive and in business. In this article, we have enlisted a few pointers to look into a candidate before making him an offer.If you're wondering why reverse recruitment is the future of tech hiring? Maybe why it is going the other way around. Read here to get more insights. Click To Tweet
Benefits of Reverse Recruitment
- The people you’ll make an offer to have your desired skillsets already and will match the required qualification you want.
- This practice will have less competition – because they are not applying elsewhere.
- If they’re currently working somewhere, they already add value to that place.
Think about who you are targeting
Reverse recruitment can be a complicated procedure; there won’t be many people available to you when you make your offers. But before you start looking for the one, you need to be clear about what your requirements are, what exactly you are searching for, does the skillset matter to you the most, or is the experience the priority, or do you need to use his leadership skills?
Before you make the offer to the targeted candidate, make your mind that the first thing the candidate will ask is what’s in it for me? Why should I leave my comfort zone and join you? You need to be sure if you can entertain that person’s requirements, that you can provide him the extra benefits.
Incentives and bonuses are not much prioritized nowadays; work-life balance is more important. See if you can offer him that.
This war of talents can only be won by you if you’re authentic in your approach and can assure the company that its talent meets the required condition.
The best way to find the targets
Today’s world is evolving, and we’re finding newer and out-of-the-box ways to achieve things. Just like that, reverse recruitment is something new but has a lot of potentials and in the coming years will be one of the revolutionary ways to change the industry.
Potential targets can be found in Tech Jobs Fair, which, just like last year, has gone virtual. Tech Jobs Fair attracts hundreds of companies throughout the world, and thousands of potential candidates appear at this event. With an unlimited variety to choose from, you can find yourself a potential target.
Due to it being virtual, more attendees are expected because it takes away constraints like a timing issue, location issue-to name a few.
Company branding is important
A key factor of reverse recruitment is the public branding of your company, the presentation of your company. What value does your company put forward to your targeted candidate? Plan your pitch. You can build your brand by putting up social media posts about your everyday activities.
Make sure you maintain transparency between you and your targeted candidate. Why exactly do you need him? What possible things can you provide him, don’t bluff, be open about the needs?
Plan reverse recruitment strategy
Being faced with the demand for hiring skilled workers makes us believe that your previous hiring process was not up to the mark. It would be best if you rethink your strategy.
Revise and rethink, only after that start looking for potential skill workers whether your goal is to increase the number of skilled professionals in your company, or reduce cost or reduce time to hire. Reverse recruitment is revolutionary and the way to go.
It is the truth there are more barriers to fly from in hiring a tech candidate than any other professional. In the tech field, you can’t interview a person and offer them a job; you also have to be sure if he has the necessary skill set for the job.
The demand for tech talent is increasing, and soon there should be a shortage of that sort of talent; every company should revise and optimize their recruitment metrics.
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