What do you find candidates value most in a recruiter?
A headhunter asked me this earlier and went on to say:
“For example, I love weight training and playing rugby so I follow Personal Trainers on YouTube who give me plenty of free training advice. Is there a parallel of that example (me seeking the free advice of a highly experienced personal trainer) between a recruitment consultant and candidate? Having great roles to offer is clearly of value but what else have you found that candidates really value from a recruiter? Do candidates find industry insights, networking advice, or recruitment related topics of genuine interest or will a video of kittens always beat me in the interest rankings?
Besides the obvious, honesty, great job opportunities, and excellent communication… and ignoring the fact that we will all always be suckers for cute animal videos, there are plenty of ways you can add value.
First and foremost though, I think you should just ask your candidates what information would help them. You’re already speaking to them and what an unexpected question it would be!
If that’s not a possibility, here are some ideas to consider.
1. Offer Advice Through Blogging
— Katrina Collier (@WinningImpress) March 25, 2015
When Euan Semple said this at #HRTechEurope, I completely understood what he meant because blogging gives you the opportunity to help others by sharing your expertise and to network with new people. What would help your candidates? Industry insight? Interview tips? Insider job search tricks?
If you are new to blogging, read this post 7 tips for newbie recruitment bloggers and for inspiration, check out Coburg Banks, they’re doing great things on their blog. They look after their clients and their candidates… and inject humour! It’s clearly categorised and always full of valuable advice and insight.
2. Solve A Problem
You’ll have seen Steve Ward and Cloud Nine Recruitment featured in previous blogs ’cause I love that he/they understand how to use social media properly as a conversation channel for recruitment. Now Steve has set out to help candidates by answering the question, How do graduates break into digital & social media? He has gathered 20 of the most influential, insightful and interesting leaders and practitioners in the Social Media & Digital industries who will share their knowledge and insights through a series of events called #MyDigitalCareer.
He’s solving a problem and paying it forward! What candidate problem could you solve?
3. Get Involved In Events
Abigail Brown, of Openingz, is a Video Communications & Technology Recruiter, and passionate supporter of Women in AV. This allows her to gain an in-depth understanding of her industry, which sets her apart from others in the space, and add value to candidates.
4. Share Relevant Content
I should really say share relevant content, well. By that I mean, don’t auto post your updates from one channel to the other without considering the nuances of each. For example, hashtags are essential on Twitter and pointless on LinkedIn.
Look for relevant industry content on sites like Feedly, Swayy and Klout – you’re looking to attract candidates by showing them that you know your stuff – and mix in job search advice as well.
The important thing to remember is to add a personal touch to your updates, few do this and this is the thing that’ll set you apart. It could be as simple as ‘must read’ or more intriguing like ‘I’m not sure I agree with this’
Don’t be afraid to tag someone either, especially if it’s complimentary. Audra’s tweet definitely caught my attention and of course, was passed on, which helps her.
— Audra Knight (@media2knight) May 18, 2015
When it comes to sharing content on Twitter one of the biggest mistakes I see is posting it through from LinkedIn without adding hashtags. Those hashtags are crucial as they’re how people will find your posts… but you don’t want to add them to your post on LinkedIn!
Unsure which hashtags to use? Check out my latest favourite tool, Topicurious. Not only will it show you related hashtags, you can also check out the ones your competitors use the most (but obviously only use them if they have gained a good following!)
So start at Feedly as it’s a great place to store all your article sources, schedule your posts (Buffer is my favourite) and be sure to add a personal touch and hashtags for Twitter, Google+, Facebook etc (but not for LinkedIn!)
What do you think candidates would appreciate most from a recruiter?