Attracting The Talents You Need Is An Art

While platforms such as LinkedIn and dedicated job portals are typically a target for recruiters, when it comes to finding unique talents, the hunt for specialist skills can be a lot more complicated. Indeed, when a business requires an uncommon set of skills and expertise, it’s fair to say that recruiters can’t approach the market via traditional ways.

Job portals are not useful when you’re on the hunt for a specialist in a particular field. Indeed, when such a request arises, recruiters need to develop a strategy to attract the most relevant talents rapidly and effectively.

More often than not, their approach will be similar to what salespeople refer to as cold calling. Finding a unique talent doesn’t typically happen on a job portal. Instead, it’s for recruiting professionals to identify the relevant skills on the market and get in touch. It can be a challenging process that is met with a negative response if recruiters are not careful.

Indeed, niche experts tend to already be in employment, which means that for recruiters, identifying, reaching out and attracting the talents they need is a delicate art to master. 

You need to reach out to a new audience

When you’re reaching out to people who are not looking for a job, you need to work closely with a marketing team to build a strategic campaign to approach and tempt them. Indeed, you can use a funnel campaign, for instance, to raise the interest of your target audience.

The campaign can let you introduce the company without disrupting the talent’s work routine. Recruiters have to think about unique talents in terms of audience conversion.

It can take several touchpoints to turn a brand new user into someone who buys into an idea and engages with a new brand.

The same principle applies to professionals who already have a job. A tailored emailing campaign with custom landing pages to keep them in the loop can help to transition to a position of interest. 

Write it like you mean it

Unique positions can be awkward to describe for businesses and recruiters as there is sometimes no precedent in the company. However, it is crucial to make the job description as clear as possible.

Talents that are already employed are unlikely to want to apply for a new job in the first place.

Failing to provide detail about the specifics of the role and the working day can only create a negative impression.

On the contrary, introducing the company, its mission, its needs, and the reasoning behind the new role can give them a better sense of the business culture and values. 

People don’t come unless you give them what they need

Why should I change jobs?

It is a fair question and a question that people who were not looking for new employment opportunities are likely to ask. Therefore, recruiters and employers must consider their answer carefully.

Ultimately, talents are unlikely to leave a company that gives them valuable perks.

You need to make sure you can tip the scale with the advantages they want. A financial bonus can make a difference, for instance. But unlimited holiday time and flexitime are preferred job perks. 

Attracting talents that are already happily employed elsewhere is a difficult task.

While recruiters are not always successful, it’s fair to say that approaching their mission with an audience conversion mindset can boost their chances of success. 

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