In the current job market, candidates can be highly selective about the opportunities they pursue and the offers they accept. Today, we’re sharing a perspective from Sharon Kropf, Director of Intellibridge Partners, a business support and staffing firm based in Sacramento, CA, on how staffing and recruiting professionals can engage these empowered candidates.
Intellibridge uses Indeed Resume and Sponsored Jobs to make high quality placements in accounting, finance, IT and human resources. We recently sat down with Sharon to talk about the opportunities and changes taking place in staffing.
Question: How do you see job seekers reacting to changes in job search and the economy?
Sharon Kropf: Well, what we saw at first, with the turndown, was that people had to go outside of their regular networks to find jobs. We found that our traditional sourcing methods weren’t working, the candidates weren’t there. As the economy has improved, people aren’t necessarily returning to those older methods, they want to be more empowered. One thing Indeed Resume can do is give job seekers more control over the process. When they upload their resume, and receive an email from a recruiter, they can choose whether or not to respond.
Q: How does that change affect you as a recruiter?
SK: Sometimes, it’s frustrating because I want to be able to call a candidate immediately. But it’s a good thing ultimately because you get a different kind of candidate. They have more control, and tend to have a better sense of what they really want. They’re more selective, and the ones who do get in touch about a job have a higher level of interest. Using Indeed’s resume search, we have a much higher return rate than we do with other job boards. It’s because they get to pick — I could be one out of 50 recruiters who contacts them and they choose to respond to me because they find our offer more compelling. It leads to high quality people.
Q: What are some of the ways you try to make your jobs compelling to these candidates?
SK: We include really thorough job descriptions, I also include salary information if I can. Before I took over the division we weren’t doing that, but when we started going out the networks we’d used before, we needed to be more informative. Once they have all that information it makes the phone conversations really productive; we can screen and make placements quickly from there. Job seekers can be picky, and I want them to pick me. They won’t do that if they have a lot of unanswered questions.
“Using Indeed’s resume search, we have a much higher return rate than we do with other job boards. It’s because they get to pick — I could be one out of 50 recruiters who contacts them and they choose to respond to me because they find our offer more compelling. It leads to high quality people.” Sharon Kropf, Director, Intellibridge Partners
Q: What are some of the biggest challenges in staffing today?
SK: With the economy improving, more people are now willing to change jobs and salaries are rising. You want that, it’s a good thing for everyone, but it makes recruiting more difficult because there’s more competition.
Another challenge is speed. A candidate may see your ad, but sometimes you need to move faster. That’s why we like Indeed Resume, for example. It allows us to very swiftly find and contact a candidate. Just last week, we contacted a candidate, she interviewed at 2:30 on Friday, and the client asked if she could start the following Monday. Time is often of the essence, and we have a lot of stories like that one, where we had placed someone within 2 or 3 days.
Q: What are the biggest rewards that come from working in staffing?
SK: When you get down to it, we’re in customer service, and I love that. We are invested in what the client wants, but that translates into what the candidate wants as well. There’s a lot of listening on both ends. In the staffing process, you start to know about people’s lives: why they want to take the job, why it would be good for them, or why it wouldn’t. You get to be this neutral third party, and when you play that role effectively, you can maintain good relationships with both the client and the candidate.
This article is the first in a series of employer perspectives we’ll be sharing on the blog. For more client stories, visit indeed.com/hire/success.