Job boards, a database of large number of active candidates and job seekers. Recruiters working for clients or recruiters from corporate largely depend on these job boards to fill the positions. A large number of profiles on these sites are not updated. These profiles once were job seekers or active candidates and after getting jobs, some profiles are removed while others kept without updating. Now, some left jobs permanently and others have become passive candidates. Some recruiters just email directly without going through the profile and waste their time interviewing unqualified candidates while other smart recruiters or headhunters head hunt the candidate through researching, reference and network without depending on these sites.
If corporate want to hire fresher’s for huge openings, then job boards work better as they can find large database of fresh candidates. Active job seekers who already worked and have some experience and skills upload their resumes on job boards seeking employment.
Nowadays, these candidates are preferring jobs through references without depending on these job sites. The main reason is that they get unwanted calls from BPO sectors and sometimes it takes too long time to get the job relevant to their previous work profile. So candidates search the net and prefer companies after they find suitable and apply for the same. When they are not targeted by head hunters, they apply directly to corporate without depending on agencies.
What about passive candidates? These candidates hardly apply for the jobs. They are happy working and comfortable in current company. These hard to find candidates never approach agencies nor apply on job boards. Then how to build head hunted database of these candidates? The most important trick is following active candidates having some experience. These active candidates move to passive later. Constantly communication builds strong relationship and increase of profiles in head hunted database and Corporate recruiters/agencies working for specified domain, say for example web design, embedded software etc should build database of active candidates for future recruitment.
Just keeping database without updating is not useful. Recruiters should have habit of communicating with these candidates and keep their profile updated. It also builds strong reputation and candidates react positively giving more references.
Job seekers and active candidates on job boards, and after experience, they remain active on social sites. Researching their profiles and adding them on LinkedIn, Twitter, and Facebook is important when they remain inactive on job boards.
More details on headhunting firms in Singapore here.
Nowadays, these candidates are preferring jobs through references without depending on these job sites. The main reason is that they get unwanted calls from BPO sectors and sometimes it takes too long time to get the job relevant to their previous work profile. So candidates search the net and prefer companies after they find suitable and apply for the same. When they are not targeted by head hunters, they apply directly to corporate without depending on agencies.
What about passive candidates? These candidates hardly apply for the jobs. They are happy working and comfortable in current company. These hard to find candidates never approach agencies nor apply on job boards. Then how to build head hunted database of these candidates? The most important trick is following active candidates having some experience. These active candidates move to passive later. Constantly communication builds strong relationship and increase of profiles in head hunted database and Corporate recruiters/agencies working for specified domain, say for example web design, embedded software etc should build database of active candidates for future recruitment.
Just keeping database without updating is not useful. Recruiters should have habit of communicating with these candidates and keep their profile updated. It also builds strong reputation and candidates react positively giving more references.
How job boards help you to build Head hunted database.
You won’t get rare profiles or passive candidates on these job boards. But one day or the other, fresher’s move from junior level to senior level. Maintaining talk with years together definitely your company will have strong branding including business strategy. Candidates are the ones who can build your business not only the clients. Most candidates can turn to clients only if you build relationship with them. Recruitment is not only about searching, sourcing, and placing the candidates. It also involves distance relationship with the candidates whether they are job seekers or active candidates, for future strategy. Job boards, resume banks for recruiters, also helps in providing work information of candidates including their contact ids.Job seekers and active candidates on job boards, and after experience, they remain active on social sites. Researching their profiles and adding them on LinkedIn, Twitter, and Facebook is important when they remain inactive on job boards.
More details on headhunting firms in Singapore here.
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