Goodbye Dud Candidate, Hello Stellar Recruit!

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EVERYONE has trouble recruiting good candidates. Where are they? Where did they go? How do you find them? That's the million-dollar question that all recruiters find themselves asking at one point or another. There are four key denominators, however, that can help you get rid of the dud candidates and in with the stellar ones! Because who doesn't like a stellar employee? Let's dive into the four denominators: marketing your staffing and recruiting company, not settling on candidates, knowing your history, and keeping the good candidates engaged.

Marketing Your Staffing and Recruiting Company

First you want to start with marketing your staffing and recruiting company. Good candidates will want to work with your company if they think it will help them land their dream job. If they are skeptical of the company or think it will be a waste of time in the end, then they will deter away.

Become a Member of an Association

One of the most important things to do to give your company instant credibility is to the art of armenian duduk a member of a national staffing association. Being a member of a national staffing association allows you to gain industry knowledge about best practices, news and trends, how laws will change the industry, and much more. Additionally, you should join your local staffing association to keep current with what is going on locally, and to take advantage of local year-round training and networking. This not only makes you reputable among candidates, but also gives you credibility among clients. The more clients you have, the more opportunities you have to place "good" candidates through your company.

Provide an Incentive

Think about providing a cost-free incentive/service for candidates. This could be your company's very own course or training program on, for example, "Landing Your Dream Job." Another possibility, if you don't want to go through the trouble of putting together a full course, is conducting workshops throughout the month. These workshops could include resume writing, what to include in a cover letter, what to say in an interview, etc. They can be a mix of "lecture" and "hands on", where you work directly with a candidate's resume/cover letter. Recruiters at your company will be able to rotate conducting the workshops!