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Bridgepoint Search is the #1 Recruiting resource for hiring managers in Software, Engineering, and Logistics Industries. Contact us at 470-239-4842 to eliminate hiring concerns and easily fill any type of role nationwide.
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Over the past 15 years, I've watched job boards and social networks threaten to completely eliminate the Executive Recruiting industry and solve all your hiring problems in one click.
What has happened? Recruiters are now some of their best customers...and that is out of necessity! They all have failed hiring managers miserably by eliminating the personal touch and process required to attract top performing professionals to your company.
Additionally the skills based job descriptions posted on these sites serve to actually repel the best candidates right off the bat.
What have I learned? There is no 'silver bullet' technology answer to solving your hiring problems.
The technology has resulted in data overload that gives the impression of a candidate surplus. Hiring with a candidate surplus strategy flaws the recruiting process from the onset. Successful Sales and Management recruiting takes time, experience, working capital, and most importantly requires a candidate scarcity strategy.
In other words, as a hiring manager, do you want to hire the best person available? Or do you want to hire the best person that applied to your poorly written skills based job description?
In a candidate surplus model, the idea is to get as many candidates to apply as possible, weed out the weak, and hope that a few decent candidates remain.
With a candidate scarcity strategy, the premise is that the demand for top talent is greater than the supply. With this strategy, companies need to make sure they put the necessary resources in place to attract and hire top candidates...even though the candidates likely have multiple opportunities available to them.
The recruiting technology has, however, allowed the recruiting process to evolve. For example...my recruiting firm, Bridgepoint Search, previously hosted rows of filing cabinets full of software sales and management resumes decorated with highlighted search terms. We would go through them all by hand.
Now...sleek desktop machines hold 1000X the number of resumes and resources we could have ever imagined.
But the challenges have also multiplied...hundreds of job boards are all competing for your attention each with their own version of 'data overload' and candidate surplus strategies. They are encouraging you to compose job descriptions that actually repel the best people from the onset!
If you want to take control of your hiring process, embrace the candidate scarcity strategy. Put the best resources in place to attract and hire top people despite your competition. Adjust your job descriptions to reflect performance profiles that describe on the job success instead of a laundry list of skills. Top candidates often view skills based job descriptions as lateral transfers and eliminate themselves from applying to the opportunity in the first place.
If you want to eliminate the challenges preventing top candidates from joining your organization, contact me today at 470-239-4842. Learn how we can help... risk free!
Employer Review via Recruiterly
Dave listens to every word you say about the postition and company needs. He always delivers for us.
Candidate Review via Recruiterly
There is not much to say besides exceptional! He was very professional, followed up along the way, and was always a pleasure to talk with!! Thank you!!!
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