Use This To Level Up Your Hiring Game

If you have read my articles, or followed TalentQ on social media, you may have heard the term “Invisible talent!”

This is a common phrase used in my team’s vocabulary - In today's competitive market you need to be proactively going after the individuals who are gainfully employed and at TalentQ we like to call this population the INVISIBLE CANDIDATES.

We take immense pride in narrowing in on quality talent – these are the people who are happy where they are, they are the people who didn't know they were ready to make a change for the right position with the right organization.  It takes tremendous effort to recruit top talent to your company.

You may have heard me refer to the post & pray method....well....it's time to throw that out the door...it just doesn't work. If you are searching for top talent to help you drive business growth you need to be creative in your recruiting strategy.

At TalentQ we reach out to candidates who are not actively seeking their next role...switching jobs often times isn't even a thought in their mind until we reach them. They may be hesitant at first, but when they hear of the outstanding opportunity we present them with, the door opens. After all, we are reaching out to potential candidates offering a pay raise and promotion...VERY RARELY are people not willing to at least have a conversation.

As a hiring leader I encourage you to tap into the invisible market and entice candidates to have an exploratory conversation with your company regarding the position at hand. This may mean reaching out to them 7-0 times in various methods – calls, emails, LI, FB messaging.

Once you have a resume in hand, in my years of recruiting, one of the most blaring lessons I’ve learned is you can't determine if a candidate is the right fit by simply reviewing a resume. A resume may show you if they have the skills needed for the job, if they are a high flyer-meaning they have been promoted numerous times, it shows their education level but what it doesn’t show us is anything about their personality, EQ or soft skills.

At TalentQ we dive deeper by interviewing them – we ask in depth behavioral based questions to get a grasp on their personality traits, and how they handle specific situations. Studies show people’s past behavior is the best predictor of future behavior.

Behavioral based interview questions are the best way to predict future behavior. It may sound like a large investment of time to interview several candidates – but taking this approach will help avoid a mis-hire and the large expense that accompanies that.

The power of technology is incredible, and it has changed the landscape of recruiting significantly.

You can google people and uncover so much more about their persona than what is on their resume. From a tactical recruiting perspective, we have so many more ways to uncover invisible candidates in the marketplace. Facebook, Twitter, Instagram, to name a few.

In my experience, we’ve had successful hires from Facebook and Twitter. Social Media allows us to communicate with candidates like never before. On the flip side for a recruiter, it can be difficult to manage all of the methods we are engaging with candidates, LinkedIn messages, FB messages, Text, email….it can be a lot at times, so building this into your recruitment strategy to stay on top of all these methods is essential!

We'd love to dive in with you and create a hiring strategy that works for you and your organization - reach out anytime. 

Tap HERE to schedule a free call directly on my calendar.

Cheers to invisible talent,

Renee Frey

TALENTQ