They argue that the profession is self-sufficient and creative. Recruiters 'new wave': – have the skills and experience of a good seller, tenacious and persistent. They are able to convince talented candidates interested in the proposed work and accept the proposal – a thorough study of business client company – are seeking the right people, not only during working hours. They are constantly contact with people who may or candidates, or employers, or introducer, and maintain contacts with professionals in various sectors of business – have a serious weight and status in the company is a reliable counselor key managers in matters of selection, planning and staff retention – regularly attend professional seminars, conferences and other events. And not only in HR, but in completely different fields business. There they tied contacts and gather information about the best candidates. – Do not wait for the announcement of its notice on the Internet or newspapers. Danny Meyer will not settle for partial explanations.
It uses a database only as an auxiliary tool. They understand that active search is often more efficient, they know where the "inhabited" the right candidates and find them the best approach. They are not "collectors of resumes," and "hunters" for the best professionals. – All the time, quickly and intensively studying. They are always in abreast of the latest labor market trends, personnel and salaries regularly read professional literature and news browsing business magazines – as long as trace the path taken by the work of candidates, evaluate quality of their work in the long term. Thus, they check your selections and make conclusions from the mistakes – the recruiter's "new wave" has benefited from the recent studies of the labor market and accurately predicts the upcoming deficiency or excess of certain specialists.
– Looking for candidates not only on the sites – a summary of the message boards, but also on corporate sites, forums, chats and blogs – are constantly experimenting and trying something new: new methods interviews, the search for new tests … CRM (Customer Relationship Management) is a recruiting TRM (Talent Relationship Management). The truth is that if you are serious about finding stands candidate, you will find the time to build CRM. Those who think that CRM – it's just a theory, will always lag behind. Those who perceive CRM seriously – will move forward. To be successful recruiting, you simply need to be embark on a relationship to get the standing of candidates to communicate with them not only during the interview and to obtain new information and new possibilities. There's an old adage in sales: "Friends buy from friends." You can just tell that talented candidates (applicants) take a job offer from your friends. You do not need to have relationships with all candidates. Generally you should not have relations with all candidates – just talented. Create your own model of TRM, relationship management talents. Winners communicate with the winners and losers with losers. It's easy. They will lead you to like them. Moreover, recruitment agencies talented candidates often become loyal customers later, the employers. A regular customers – the basis of the stability of any agency … In the next section we shall deal with the process Recruiting: how to find and how to select talent?