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Your Jobs On Indeed Are About To Disappear. Here’s What You Can Do About It.

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If you work in a staffing or recruitment firm, your jobs won’t appear in Indeed’s organic search results after January 6, 2019. You can learn more about the reasons for this in a blog post from Indeed.

Not surprisingly, many people are in a panic. But not everyone. Some firms have unleashed a force greater than Indeed that gives them a steady flow of top talent. More talent than they can place in jobs and assignments. Read on to learn how to access this force.

HOW TO INCREASE THE FLOW OF TALENT

In movies, we’ve heard about the concept of “force.” Some films use this idea for protection, as in a force field that repels. Then there’s the force that’s like a special positive power, helping the good guys defeat the bad ones.

In recruiting, there’s also a positive type of force related to sourcing talent. It’s called candidate gravity.

Candidate gravity is the “pull” that your firm has on talent. This pull may be weak, drawing in an insufficient supply of candidates; inconsistent, coming in ebbs and flows; or strong, generating a consistent stream of people.

Staffing and recruitment firms with strong candidate gravity always draw a stronger flow of top talent their way, leaving second and third-tier candidates for everyone else.

Only 10 percent of firms across the globe maintain strong candidate gravity. They’re able to do this because they maximize all eight of the talent streams that generate candidate gravity; the other 90 percent do not.

If you want your company to have stronger candidate gravity, you must first identify where your pull on talent is weak and improve those areas of weakness. When you do, Indeed’s decision to remove you from their organic search results will be irrelevant.

Here are the eight talent streams.

Advertising
This includes print and online ads

Automation
Technology options include job boards, career sites, applicant tracking systems, tools for finding passive candidates, and more being added every year

Candidate Mining
You mine your digital and paper files of previous candidates, looking at them as prospective candidates and referral sources

Market Presence
Drawing in talent using your online and physical presence

Networking
Includes the virtual and physical worlds

Referrals
Still the most potent stream, referrals consistently point you to the right people for a job

Talent Manufacturing
Education and internships are used to create new talent

Talent Scouts
Creating talent sharing agreements with other staffing and recruitment firms, including competitors

Each talent stream gives you access to a different group of candidates. Some of the talent streams provide overlapping access to the same candidates, but no single stream can secure every qualified individual.

If your company is experiencing an inconsistent flow of qualified candidates, you’re likely not using all eight streams effectively. Also, if you’re getting much of your talent flow from Indeed, you’re over-relying on the automation stream. Improving your flow from the other seven streams will make the loss of Indeed a distant memory.

To more effectively leverage all eight talent streams, take these three steps.

Step #1: Determine which streams have a consistently strong flow (and those that do not).
A talent stream is serving you well when it generates a continuous flow of qualified candidates, some of whom regularly become good hires on jobs and assignments. Those talent streams that don’t produce qualified candidates aren’t yet being fully leveraged.

Step #2: Improve the flow of talent one stream at a time.
It’s tempting to improve the flow of each of your weak talent streams at the same time. However, rapid changes like that rarely stick. Instead, improve the flow one at a time. Add resources or upgrade your recruiting methods to make that happen. Then move on to the next talent stream, and then the next. Improving talent flow one stream at time is how the most successful firms generate a consistent and sustainable strong flow of talent.

Step #3: Maintain the flow of each talent stream.
Regularly monitor the flow of each stream individually. Is that stream still generating a flow of qualified candidates, some of whom regularly become good hires on jobs and assignments? If not, quickly address the issue by going back to step 2. When you’re effectively using all eight streams of talent, you’ll have a surplus of quality candidates.

No one talent source is the do all, end all. If you’ve been relying too heavily on Indeed this is your chance to change that. I hope you’ll get started on improving your candidate gravity today.

 

Scott WintripYour Jobs On Indeed Are About To Disappear. Here’s What You Can Do About It.

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