Jobhop Jobhop's blog : 3 Ways To Hire Your Ideal Candidate When They Work For Your Competitor

Jobhop Jobhop's blog

Never give up on your ideal candidate just because they’re working for your competitor, for all you know they could be itching to hop over to your team.

If you look at the data on the Talent Attraction Study you will see that:

71% of employees are open to a new job

65% of employees look for new jobs again within 91 days of being hired

72% of employees agree that it’s important to know about the job market

44% subscribe to job alerts

With those stats in mind, you should never give up on your ideal candidate even if they’ve just recently got a new job.

Now knowing what you know, how do you reach candidates and get them interested in hopping over to your employment?

Here are 3 ways to hire your ideal candidate even when they work for your competitor!

Build a relationship

Search for your ideal candidate on the social networks, when you find them connect and start building a relationship. That doesn’t mean bombard them with spam messages saying “come and work for us, we have a great opportunity for you”, believe it or not messages like that usually get ignored, and you might even get blocked.

Building a relationship takes time, show you’re interested in what they do, engage in conversation with them, share some of their posts, ask them questions on industry related topics, signpost them to industry news. Building a relationship builds trust, your target candidate will want to find out more about you, your company and your employees. When the time comes to approach them about an opportunity, they’ll listen.

Attract them

Remember the 65% of employees looking for new jobs again within 91 days of being hired.

Linkedin states that 85% of employees are fair game and we know that 59% of active and passive job seekers use a mix of social media to check out company culture at other organisations. With all that in mind you the employer or recruiter have to be putting out content on social media which will hook them. Candidates want to see what it’s like to work there, who works there, what the benefits are, what mission you’re all on. As well as that they’re interested in the ethics, the recruitment process, the vision, after hours activities, awards, news, the list goes on, plenty of content to be getting out. Consumers can research a product or service for ages before buying; the same applies to candidates, they can research a company for ages before attempting to hop, make sure you’re attractive enough for them.

Be fast

Your candidate is working somewhere else; they’re inconveniencing themselves because you want them to work for you. Once they’ve agreed to come along and meet, you don’t delay anything, get the date and time organised immediately.

Do not put them through three interviews with three different interviewers! If three people need to see, the candidate set up a panel of three on the same day. If one of the interviewers can’t make it on the day because they’re in another country, tell them to hop onto Skype! We have the technology so use it.

After the interview give the candidate a decision as soon as possible, you’ve now put the seed of thought about hopping into their head and before long they’ll have other employers and recruiters over them like a rash.

Be transparent every step of the way, it’ll make the whole recruitment experience an enjoyable one for your candidate.

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