By Jessica Miller-Merrell

Several weeks ago I presented at a technical recruiting event leading a track on how to use Twitter to recruit. The technical recruiting world in Silicon Valley where I live is extremely competitive and finding the right talent for those specialty roles is not easy. In order to be effective in your recruiting efforts, especially in highly competitive markets you have to diversify your strategy.

It’s no longer acceptable and doable to be apart of the crowd with your recruiting strategies because your competitors will be constantly outshining you. Your recruiting strategy will make or break your company’s growth because everyone wants the best and brightest talent in the market. Here are four ways that’ll help not only diversify your strategies but set them apart from your competition.

Build a pipeline.
Plan for positions. Take a look at positions and how they historically are filled and opened and plan better to fill them. Build relationships and get to know your candidates personally. Learning to take a more pro-active approach to knowing who your candidates are and what they’re looking for will allow recruiters to fill positions more accurately.

Start with leveraging Talent Circles talent network technology to develop these relationships with candidates in your pipeline. A talent community will allow recruiters to have a place where they can interact and get to know their pipeline over recruiters who choose to post and pray.

Go where the competition is not.
Seek out communities and networking meet ups where you are the only recruiter present. Think outside the box when it comes to the places you’re recruiting. If you’re looking for a technical candidate don’t go to all the technical meetups and networking with the same crowd because chances are your competition is there too. Start thinking outside the box with events that might not necessarily fit your candidate’s profile, but still match the skills you’re looking for.

Build a resource reputation.
Provide prepared resources and one page to establish a reputation that sets you apart. It can be as simple as a LinkedIn Profile best practices one sheet for every candidate who applies for a job opening. The major issues with candidates and the job search are they don’t get proper feedback after an interview or applying for a job.

Being known as a company to provide feedback will allow candidates to feel less animosity towards the company if they know why they weren’t hired for certain positions. Using a talent network to communicate with different candidates will help increase the validity of your community and recruiters within your company.

Be active online.
Go beyond just using social media as a sourcing or job distribution tool. Build relationships. Share resources and get to know your ideal job seekers before they apply. In doing so you’ll be able to have a good idea of each candidate that funnels through your pipeline without spending hours on vetting each and every candidate at the same time. Just being out there will increase your chances of sourcing on a higher level.

How are you diversifying your recruiting efforts? Share your secrets!

Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s is the Chief Blogger & Founder of Blogging4Jobs. You can follow her on Twitter @jmillermerrell

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