Salesmen don’t attend conferences without stacks of business cards. College grads don’t head to job fairs without folders full of resumes. So why do so many employers and job seekers enter the online marketplace for talent without the tools for a proper introduction?
More and more, recruiting takes place in the context of digital networks. These go well beyond online job postings to encompass social networking sites and customized services like the Christopher Frederick digital network for professionals in real estate. Frequently, recruiters will no longer publicly advertise open positions, preferring instead to seek out potential candidates individually based on their online profiles and personal contacts. This makes it increasingly important to stay connected to your profession online, even when not actively seeking work or filling a specific position.
Here are a few ways to make the most of the growing trend toward targeted online recruitment:
For Job Seekers:
Be visible. Don’t let your online accounts languish between job searches, or you may miss opportunities from recruiting companies without even knowing it. Always keep your location information up-to-date, as this is one of the most common parameters that companies use to find talent on social networks. The same goes for your past positions, as hiring managers also narrow searches by years of experience in a given field. On LinkedIn, it’s possible to see the people who view your profile, or at least the industries they come from. Use this information to fine tune the way you present yourself. Specifically, ensuring the presence of key skills and industry terms that recruiters use to search for candidates will help bring the most appropriate people to your page. Finally, make sure you have a presence on all of the online forums and networks frequented by peers in your field. Those in real estate, for example, can receive regular recruitment emails from Christopher Frederick’s digital network or check the firm’s jobs page for executive opportunities in their area.
Today’s recruiters need today’s techniques. In many ways, a hybrid search tool that combines old-fashioned networking with powerful databases is the only effective way to find the absolute best candidates in a broad talent pool. Even in periods between significant hires, managers should cultivate their professional networks and follow potential talent online so that connections are in place when a critical opening needs to be filled. Many avenues for soliciting external candidates have become time-consuming and less effective than they once were, as the ability to share information seamlessly online can result in a high volume of candidates to sort through who may be inappropriate for the job. Instead, it helps to reach out to only the most qualified candidates. That could take place within Google Plus circles, executives’ Twitter accounts or LinkedIn networks. Companies can also take advantage of online services highly tailored to their needs, like Christopher Frederick’s unique email recruitment. It offers the ability to reach leaders in real estate within a given geographic area using an extensive database leveraged by a seasoned executive recruiter who knows how to select the best group of final candidates for your consideration.
Whatever your approach to the growing world of digital networking, do it consistently. The range of opportunities available to you can only grow with the reach and relevancy of your network.
Over more than two decades, Christopher Frederick has used its extensive contacts and digital network to connect top real estate talent with some of the industry’s leading companies. To learn more about how we can enhance your next executive search using our unique method of digital recruitment, contact Chris Hingle at email@example.com. Or visit our website at www.chrisfred.com.