Recruiters know that effective sourcing strategies are a strength — they set a company apart from its competition and help to recruit top talent. Recruiters also know that certain sourcing strategies can be a liability if they are not careful. Striking a balance is difficult, to be sure, and liability exists regardless of how a company scouts. That said, there are several best practices that companies can implement to minimize risk and improve strategies. These, along with staffing liability insurance, can help companies recruit resourcefully while avoiding unnecessary risks. Help your clients protect their business and minimize claims by implementing these four tips.
Look for a Diamond in the Rough
Many recruiters will delve into a LinkedIn search and immediately reach out to candidates on the first two pages. The problem is, these candidates are likely to be inundated with messages from recruiters, so companies are unlikely to get very far with one message alone. Recruiters should take a different approach and seek out a diamond in the rough. Rather than pursuing the person who looks like a top candidate, jump to page ten or 15 of the search results, and find promising candidates who may be overlooked by other recruiters. This is the best sourcing strategy for finding promising talent.
Keep in Touch With Candidates
There are many types of sourcing strategies, but one of the best is to simply keep in touch with candidates a recruiter has previously connected with. What if they take a position at a different company, or what if they decline an offer for other reasons? Recruiters shouldn’t let either of these be an excuse to cease contact. On the contrary, if a qualified candidate emerges, a recruiter should reach out to them regardless of their employment situation. This makes a great impression and also lets them know that the door is still open in case they want to reconsider — and in many cases, they do!
Focus on the Right Stuff
Highly qualified candidates receive emails and phone calls all day touting the benefits of working for this company or that startup. It gets tiring, and after a while, all the pitches start to sound alike. Recruiters can set themselves apart by instead asking a candidate questions about him or herself. Shift the focus of the conversation to their career goals instead of the company’s needs. This naturally invites a candidate to share information about themselves, and it makes them more invested in the conversation, too.
Use Social Media Strategically
Social media can be a double-edged sword. If used ineffectively, it can give candidates a poor impression of a company. If used well, though, it offers a powerful recruitment tool that will attract the very best talent. The key is to use a platform strategically and develop a game plan for conveying a specific image, sharing information, and reaching out to users who may be job candidates.
About World Wide Specialty Programs
For the last 50 years, World Wide Specialty Programs has dedicated itself to providing the optimal products and solutions for the staffing industry. As the only insurance firm to be an ASA commercial liability partner, we are committed to that partnership and committed to using our knowledge of the industry to provide staffing firms with the best possible coverage. For more information about Staffing Professional Liability Insurance or any other coverage, we have available to protect your staffing business, give us a call at (877) 256-0468 to speak with one of our representatives.