Employers Hub | Best practices for planning a candidate search
Step three of the four-step process follows on from taking a detailed job brief and then building out a profile that matches the role. Once we’ve covered these two parts of the process, it’s time to use our market knowledge to map out where we are most likely to find the right person. For example, what type of role are they likely to be in, and where they are likely to work.
Of course, we might already have a strong relationship with the right person who could be sitting in our database or talking with us right now; but we never leave things to chance and always cover all the bases and spread the net as wide as possible.
Some of the things that I want to figure out are;
- What are the raw materials/contact list/vertical experience that this person must possess to succeed in this role? The answer to this question informs the other four points below.
- Where should we be looking to headhunt? In other words, where will we find people that will look at this opportunity as a step up in their career while also possessing the right background for the role?
- What job titles will be relevant? Job titles can be misleading in the world of tech sales, but broadly speaking, we will plan the search around what type of role this person has now or might have had in the past.
- What businesses train well and retain badly? See point one.
- Who should we avoid and why?
As Benjamin Franklin said – “If You Fail to Plan, You Are Planning to Fail.”
This has never been more true than in today’s highly competitive war for talent, and with Pulse, you will have a partner that leaves nothing to chance.
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