We use a variety of different techniques for sourcing candidates:
Database search / contingency recruitment
With over 10 years experience in the majority of the markets in which we operate - Construction, Architecture, Planning & Claims, Town Planning, Safety, ILS, Human Factors, Technology & Engineering and IT Networks & Comms - our database includes a very large number of the people working in those markets. Consequently, we often don’t need to go beyond our database to find candidates to fulfil recruitment requirements, which can save our clients both time and money.
When we talk about “our database”, it is important to recognise that this database is a lot more than simply an impersonal list of contacts; it is a constantly managed series of relationships. The quality of these relationships with our candidates, based on regular contact, whether or not they may be currently looking for a new job, leads to high levels of repeat business and referrals.
In addition to our in house database, we have access to all the major online job boards, through which we are able to contact thousands more candidates.
Even if our database has already provided some good candidates for an individual assignment, we frequently still do specific research to make sure that the best candidates don’t slip through the net.
As part of this research, we carefully analyse the specific market, identify professionals who could do the job, then narrow the list down by finding the best possible fit for our client. Often these people are not looking to change jobs, for very good reasons, which we totally respect. We treat each as an individual and seek to explore their background, career path to date and their personal goals. If their experience and goals are in line with the role and they are willing to have an exploratory meeting, we make the necessary arrangements. This process is very sensitive to the situation of each individual we speak to, but is also sensitive to satisfying our clients’ needs by supplying the right talent in the shortest possible time.
For many appointments, we choose to network with people we know, to cast the net wider, to bounce ideas and to seek referrals face to face, as part of the search process. This is when the quality of our relationships is so valuable as, not only do we know most of the key figures in the markets in which we operate, but they also trust us and will therefore take our calls and listen to us. This is particularly useful when we are seeking to fill senior level positions.
This networking involves a number of specific activities, including sponsoring and attending industry events and our “Recommend a friend” scheme, whereby we make a significant donation to the charity of someone’s choosing if they recommend someone to us who we subsequently place.
Our website is extremely effective in attracting quality candidates to register with Gold Group. Its success is a direct result of the time, money and knowledge we invest in the site:
· We have recently commissioned a new design, even better content and functionality and adopted the most sophisticated data management software tools available.
· We actively market the site both on and offline and invest a lot of time and money in search engine optimisation, which is why, for example, we rank number 1 on Google for both ILS and Human Factors jobs.
· We update the site continually and emailing news of new content is extremely effective in generating site traffic, job searches and registrations.
A feature of the site worthy of mention for clients in particular is “Featured positions”. This allows specific job opportunities to be featured in considerable depth and to be linked to directly from the home page. As you expect, this makes candidates much more likely to find out about the job in question and featured positions attract over twice as many responses as regular jobs on the site. To find out more about posting a featured position, please call Tom Puffett email@example.com on 01342 330500.
Advertising specific positions is still an effective way to source candidates and invest in our brand. In addition to our website, we have a high profile on all the major jobsites relevant to our markets in which we operate, as well as on specialised niche sites. When appropriate, we also advertise in traditional media.
To get a flavour of the way in which we have tackled specific recruitment briefs or for more information on any of these sourcing techniques, please call Tom Puffett firstname.lastname@example.org on 01342 330500.