The process of finding the perfect candidate has became an art. On the one hand, the demand for candidates with the potential performance of professionals with management skills or talented young people is high. Statistics confirms that they exist in numbers almost as high as recruiters have a lot of choices.
On the other hand, candidates who know their potential are becoming more demanding: they want not only a satisfactory salary, but also benefits such as medical insurance, the latest equipment or an organizational culture that fold their professional profile and beliefs.
If we put these things on balance, we have on one of the plates the recruiters, hiring their specific needs, and on the other we have the candidates with their requirements and skills. Much of the responsibility for maintaining the balance of the scales comes to recruiters.
Thus, with a labor market so complex and in the context of a diverse pipeline with candidates, recruitment methods have diversified. We offer below a list of the tools that if you have not yet used in the search of the perfect candidate it would be good to do it.
It is considered, rightly, one of the best "professional databases." We could consider it a sort of "Google’s recruiters", a place where they spend much time looking for professionals. Because recruiters use filters in their searches skills, it is very important that those who have a profile on LinkedIn, keep it complete and organized.
For example, if a recruiter is looking for a Portuguese speaker, the first thing he will enter in the search box on LinkedIn will be the name of the language. Once displayed the list of potential Portuguese speaking candidates the recruiter will switch to the advanced filters, depending on other competencies he wants from the future employee.
Social Media
Companies have an active presence on social networks via the official website. Recruiters are present in discussions and add groups about jobs of their potential candidates. There, on social networks, there is a first interaction between these two entities.
Accordingly, the recruiter has access to an overview of the potential candidates through social networks. There he may see more than the professional profile of a candidate. There he may see the candidate as an individual.
Boolean Search
Less used in the past, but increasingly more common with the development of search engines, this method allows an exact filter or a diversification of skills that the recruiter is looking for and type of qualities that recruiter wants or not from the potential candidate.
The method involves the use of search operators such as quotes, or linking words like "or" or "not". They are meant to restrict or to diversify the results sought.
Beyond the recruitment tools listed above, there are traditional methods, such as internal company databases, recommendation, independent careers sites, ads or job fairs.
Organizations that are looking for candidates or companies that offer employment services to such organizations should not refuse to use either of these methods. Only when you use all the tools you have in recruiting you can say that you have found the ideal candidate and that you have proved professionalism throughout the process.
BIA HR TEAM