How Are Executive Search Firms In China Sourcing Candidates When Talent Is Scarce?

Candidate sourcing is not an easy task. There is a great percentage of employers who are struggling to find the candidates who are skilled for the positions. In such situations the organisations need help to fill the open roles which is provided by none other than the Executive search firms in China.

We tell you how the top Executive search firms in China are gaming up and actively sourcing the talent to their client organisations. Read further:

 

·         Connecting Hiring Managers And Sourcers

For effective recruiting it is essential that both the hiring managers and sourcers are on the same page. This makes recruitment effective as it prevents development of any sort of confusion and also encourage communication at the same time. Both the sides should have a clear understanding on what candidate are they looking for. The must haves, must be discussed prior to initiating the search. This helps the executive search firms to understand as well as prioritize the needs of the client organization.

·         List Of Sourcing Channels

The best Executive search firms in China work with their team to analyze their offline as well as online channels in order to identify the best channel for sourcing the candidate in accordance with the specific needs and role requirements given by the client organization. A lot of out of box thinking is done at the time of preparing the list. They make use of both the standard sources as well as not so commonly used sources such as Facebook to source valuable talent.

·         Employee Referrals

Employee referrals are required to be fine-tuned in accordance with what the client is looking for in the prospective employee. The executive search firms specify the requirements to the employees so that employees can decide whom to refer and whom to leave.

·         Optimization Of Online Sources

The company’s website is one of the most significant sources for getting new hires. So, the recruiters even work upon the career page of the client organisation’s website and make sure that it is appealing and up to the standard of the candidates required to fill in the position. They even push job posts in the social channels and platforms maintained by the client’s organization. This aids in triggering the passive talent.

·         Follow Up

Once the top candidates are sourced, the recruiters maintain a consistent outreach with the candidates in order to convert them into the next hires. Automated nurture campaigns can be initiated in order to let the candidate be informed about his/her standing. Even if the candidate refuses to accept the offer, the executive recruiters ensure that the relationships remain in peace in order to use the same talent for future job positions.

·         Candidate Survey

The recruiters even send a feedback-cum-survey form to the candidates as an anonymous survey to understand what is working and what is not. The results are used to refine the recruitment efforts and identify new opportunities.