Sure that prospects are looking at this information, too – and it’s helping This includes job-review sites such as Glassdoor. Harder to manage are the third-party online sources over which you exert As with your customers, you want to engage prospects with interesting and useful social media content while projecting a desirable image. There are also your company’s social media channels to consider. Your online presence isn’t limited to your company website. Process, become better organized on the back end and communicate withĪpplicants efficiently. A process that is too clunky or lengthy may cause desirable candidates to lose interest.Īn applicant tracking system to help you streamline the application The career section of your website – especially the process for applying to jobs online – is critical. Website should be clean, attractive and modern in design – and user friendly. Professionalism, legitimacy and respected status. The qualities that purple squirrels and choosy job candidates seek in a business: Website is among the first places that people will go to learn about yourĮntire website needs to make a good impression, frankly, so that it conveys all Make your website and application process user friendly That the most respected sites will likely charge more for job postings. Within the industry and the higher the quality of candidates. The better the site, the more respected it will be Specialized job boards, keep in mind that every industry has its A-level sites,ī-level sites and so on. Groups on LinkedIn, Facebook, MeetUp, etc. They’re often passive candidates, they’re less likely to be looking on jobĬreative in how you find and engage candidates. The elusive purple squirrel and other choosy job candidates. You must dig deeper, especially if you want to reach They’re an incredibly important part of any recruitment strategy because they provide a vehicle for reaching the largest number of job candidates. That’s not to say that these sites are ineffective. The days of posting jobs to national boards such as Indeed, CareerBuilder or LinkedIn and then sitting back and waiting for applications to arrive are long over. There are seven fundamental ways you can make progress. So, how do you attract and win over choosy job candidates? Selectivity is especially pronounced in labor markets defined by increased job Market factors can lead to candidates being choosy as well. Chances are, you need them more thanĬonsider their next career move – they’re in no rush. Power is typically tilted in their favor. They’re often passive candidates in that they’re not actively looking for.High performer with a great track record and a proactive, self-startingĭo these types of valued workers share? In a nutshell: Not the only kind of choosy candidates, however.
Like you’d have better luck finding an actual purple squirrel lurking around. In fact, after a few failed attempts at attracting them, you may feel Matching your exact qualifications for a new hire, these candidates can proveĮlusive. Skilled and possess a desirable combination of education, certifications,
Squirrel” to join your team? A rare breed of job candidate, these people You looking for what recruiters call a “purple
0 kommentar(er)
