How To Distinguish Yourself As A Recruitment Agency |
Posted: June 17, 2017 |
A report by LinkedIn's three major trends in recruitment shows 54% of respondents working at recruitment agencies that fierce competition is one of the biggest obstacles to success. The tight labor market in 2016 only increases by the growing economy. The latest figures from the UWV indicates that the recruitment industry release approximately 870,000 jobs annually. The greatest growth occurs in the recruitment industry where more than 86,000 jobs release. Obviously there are plenty of opportunities, so everyone is trying to get a piece. But how do you distinguish yourself as a recruitment and staffing agency in this competitive market? In this blog, we are going to share with you six tips on how you can make indispensable as a recruitment agency in the market. # 1: Know Your Customer and Add ValueChoose a clear profile in the market. Where are you an expert? Which sectors do you know inside-out? Know your customers, their objectives, the market in which they operate and the competitive landscape. Partnerships are the future, so do not go for the quick profit, but focus on a long-term relationship with your customer. Be proactive, think on a strategic level along with how your customer not only short, but also longer term can fill its staffing needs. # 2: Personalize: Ask the Candidate CenterOrganizations invest a lot in recent years in a customer-oriented approach. As a recruitment agency it is equally important to put your main candidates in. It starts when you know a candidate. Specialize in specific labor market groups and learn to know the inside out. Who are the potential candidates, how they behave, what drives them, where they can be reached and that how they captivate and bind? It is therefore important to collect data in a CRM recruitment system or web recruitment software such as demographics, preferences, online behavior. # 3: Specialize in searching and sourcingFor many people online searching and sourcing similar profiles with the addition of 'available' is simple on LinkedIn. Yet this is not always the best method. There are many more options that can be significantly more effective. The ideal candidate is indeed generally not actively looking for another job, but it is open to a good deal. The ideal candidate is not always the one with the most 'hits' on search terms entered. Be creative in your search, do not limit yourself to online profiles and social media, but also look at forums and niche websites. Following a sourcing training and find your audience too literally, such as networking meetings or events. Then approach the ideal candidate on the way to him or her the most, with an offer that is written on his body. # 4: Be a master of matchWith your specialist knowledge and experience, you can ensure that your assessment and selection actually creates the perfect match. Down with the 'gut feeling', in a deliberate and reasoned choice. Refine your matching techniques, both on a personal level and in terms of recruitment software. Enrich your Application tracking software with a matching module that not only looks at the alignment based on hard criteria such as education, skills and experience, but also "soft" criteria such as culture, personality, motivation, potential takes the assessment. These soft criteria are indeed often critical to the quality of hire. # 5: Invest in technologyHere you go. Five tips that will work piece by piece to your advantage. Too time-consuming? Too labor intensive? No, we have the technology to do? Application tracking software that can help each of these components. For example: CRM integrated with your ATS. A smart CRM recruitment system ensures that all data of clients and candidates is up to date and are available in real time on the way that works most convenient for you. Semantic searching is an advanced searching module within your CRM recruitment system involves using such a semantic search engine in your own database and various channels intelligently searching for suitable candidates. Here he simply shows the 'hits' on the search terms entered, but he takes relevance and context along in the quest for the perfect candidate. Enormous time-saving, cost-efficient and surprisingly effective.
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