Top 10 Prospecting Tips for Recruiters in 2020

August 1, 2020

Top 10 Prospecting Tips for Recruiters in 2020
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All businesses want to find the best candidates for jobs. People are the biggest asset to companies – they can have a major impact on productivity and results, and on the work culture. 

Because of this, headhunting and recruitment are extremely important. 

Recruiters need to be skilled and adopt the techniques required to find the best candidates for jobs. Prospecting is the most effective way to do this. 

The Best Prospecting Tips in 2020

It’s estimated that 30% of workers are actively looking for a new job at any one time. However, attracting these workers is highly competitive. 

So, many recruiting companies are trying to find talented candidates from the remaining 70%. 

The problem is, because these workers aren’t looking for a new position, it can be tough to convince them. Many are happy or comfortable where they are – it has to be something spectacular to change their mind. 

When targeting these candidates, your need to be prepared and develop a strategy for recruiting.

To help you do this, here are our top prospecting secrets for recruiters in 2020. 

Steps for Successful Prospecting 

Before you start prospecting, you need to develop an effective strategy to maximize results. To help you do this, here’s a brief step-by-step guide on how to prospect successfully. 

Research your potential target 

For successful prospecting, the first step is to research your target. For a  recruiter, if you want to find the best talent, this is essential. Expectations are high, so it’s important to carry out thorough research to find the most talented candidates. 

You need to find professionals that are the best at what they do – and recruitment is an incredibly competitive industry. 

Start by identifying your potential candidates and learning as much as you can about them. Not only will this help you in the screening process, it also makes it much easier to prospect them. 

Start by talking to others in your network and on your LinkedIn account. After finding your ideal targets, always do a background check to learn more about them. Search for them on Google, find out what they’re interested in and what they might be looking for in a role. 

Choose the right tools 

The next step is to find the best tools to help you find prospects. 

Here are some of the most effective: 

  • LinkedIn recruiting 

LinkedIn is the world’s largest professional network. This makes it an excellent choice for recruiters. It has strong job posting capabilities, along with many tools and features to help you find the perfect candidates. 

A high percentage of LinkedIn users aren’t actively looking for work, but, because the content focuses on professional communication, sharing, and connections, it can be highly effective.

Plus, the layout of profiles makes it much easier to search and compare users – unlike regular CVs, which can differ greatly in quality, layout, and the information provided. 

To improve results, you can also get recruitment software like Dripify. This means you can put the recruitment process onto autopilot. You can use personalized funnels to automate your communication, which saves you time and allows you to reach out to a greater pool of potential targets. 

  • Social media 

As well as using LinkedIn, you can use other social media platforms as part of your recruitment strategy. By doing this, you can reach out to your target group in a relatively low-cost way. 

You can do this by sharing opportunities and encouraging employees to share job openings. For example, you could start a campaign that highlights why your company is unique. 

  • Online job boards 

Job boards like Indeed, Glassdoor, and Monster are the first place most candidates go to when looking for job opportunities. 

Because these users are actively looking for work, the chances of your ideal candidate viewing the listing are much higher. However, this means competition is  higher, so it’s important to combine this with other recruitment strategies. 

If you are searching for someone with very specific skills, you can also try a more niche, smaller job board. These get less views, but you can often find high-quality candidates. 

  • Company website 

Advertising on your business or recruitment company website is a low-cost, professional way of recruiting top talent. Even if you’re advertising elsewhere, it’s important your company website is searchable – it will be the first thing many candidates will look for. 

This is particularly important for new startups, as it makes the business more credible and is useful for marketing your company to potential employees. 

Set up a Careers and Opportunities page that’s separate on your website, ensure it highlights the best parts of your company, and make sure this is optimized for both desktop and mobile. 

Start prospecting 

The final step is to begin the prospecting process. During this stage, it’s important to constantly monitor results to make sure your chosen platform and strategy is working well. 

Keep track of results, especially if you’re using more than one platform. This way, you can compare and focus your time on the most effective strategy for recruitment.

Some of the key metrics to consider are cost per hire, time to hire, quality of hire, and employee turnover. 

Compare each channel to see which ones attracted the most (and the best) candidates. This will help you manage your recruitment costs and make the best use of your time. 

Top 10 Tips for Recruiters

Headhunting is one of the most effective recruitment strategies. But it’s important to get it right. Here are our top prospecting tips and techniques to improve results. 

Make sure your company is visible 

If you want to find the best candidates, it’s important to make sure your company profile is visible. This will increase the chances of attracting talent, as your company will be more credible and people will be more likely to listen to your offer. 

Set up a company website or LinkedIn page, and make sure this is aligned to your company values. After doing this, spend some time sharing and posting content that will resonate with potential targets. 

Do your research 

When you’re headhunting, being professional is a must. This is why it’s essential to do your research. Check through the candidates details before you contact them so you have accurate, up-to-date information to work with. 

Doing this prior to an interview helps you find the highest quality candidates. And, it means you avoid embarrassing mistakes that could cost you an awesome new team member. 

Always use personalization

LinkedIn figures show that 70% of the workforce is passive talent. This means they’re not actively job searching. It also means that a lot of the best candidates receive loads of recruitment messages, and they can pretty much take their pick. 

So, if you want to stand out, you need to use personalization in your messages. Otherwise, you run the risk of blending into the crowd and your message will probably be deleted. 

By adding a creative touch, you can make your messages more engaging and avoid them being written off as spam. Always craft your message in a way that is tailored to the recipient and is relevant to their expertise and interests. 

Know what you’re talking about 

As well as doing your research on the potential candidate, you also need to be knowledgeable about the job role itself – and about the company. Make sure you know everything you can before making content. 

In addition, make sure you stay up-to-date about any changes to the company or role requirements. This is essential in the prospecting process. 

Be clear and concise 

If you want to generate interest, your messages need to be interesting and engaging. They also need to show off the job opportunity as much as possible. However, it’s important to keep your message clear and concise.

From the recipients point of view, long messages can seem spammy. Instead, introduce yourself and the company, and then write a short message about why you think they would be a great candidate for the job. 

Focus on relationship building

A big mistake recruiters make is that they focus too much on selling, and not enough on building long-term relationships. Try and build a solid base of candidates. This way, whether a role is right for the person or not, you’ve still made new connections for the future. 

Always keep an open mind and listen to what the prospect has to say. Ask about their interests and career goals, and try and be as genuine as possible. 

Don’t be too pushy

Again, it’s important to build relationships with your prospects. And, if you’re going to this, you should avoid being too pushy at all costs.  

Of course, if you have an amazing job opportunity, you’ll want to share how great it is. But, you need to strike a balance. Enthusiasm is key. However, you also need to respect the potential candidate if they choose to reject an offer. 

Listen to the prospect

If you’re trying to sell a career opportunity to someone, you have to talk about the job and company enthusiastically. But, as previously mentioned, you need to balance this approach. 

Listen to what they have to say and try and assist them as much as possible. Hear their concerns and try and resolve as many as you can.

Follow up your messages 

As a headhunter, you will get rejections. This is common, as many people are happy to stay in their current jobs – or, it might be that the job simply doesn’t appeal to them. 

Whether the response is positive or not, it’s important to build relationships. This means following up on messages, even when the candidate turns you down. Be polite, and offer to keep them informed when another opportunity comes up.  

Consider calling the candidate 

Our last top tip isn’t for everyone; but, it can be useful to call the candidate if they’ve provided a contact number. Cold calling is difficult, but it can produce better results than messages – as these are often ignored or written off as spam. 

Remember, the top candidates can receive dozens of messages a week. Calling them can be more personal, especially if you’ve connected with them online first. 

Conclusion 

Finding the best candidates is the number one goal for any recruiter. This means that developing the most effective strategies is crucial if you want great results. 

Recruitment is such a competitive industry. Therefore, it’s important to have an edge over the competition. By following our guide, you can adopt the techniques needed to attract top talent. 

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