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6 Tips About How To Source Passive Candidates

If you are a recruiter or works in the staffing industry, I’m sure you know that passive candidates are usually the best candidates. But passive recruiting is often easier said than done. You’ll have[...]

November 13, 2018

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What’s Your Recruitment Marketing Story?

Contingent workforce leaders don’t need to study up on the elements of fiction or the complex mechanics of literary analysis to tell a good story. Stories that resonate come from the heart and speak to the motivations and aspirations of an intended audience. Anyone can spin a majestic yarn by following three fundamental rules for constructing a good plot.

In mythologist Joseph Campbell’s groundbreaking 1949 work The Hero with a Thousand Faces, he introduced us to the concept of the monomyth -- the hero’s journey. It’s the very template on which most great tales are based. To summarize, using Campbell’s own words: “A hero ventures forth from the world of common day into a region of supernatural wonder: fabulous forces are there encountered and a decisive victory is won: the hero comes back from this mysterious adventure with the power to bestow boons on his fellow man.”

Our stories to candidates can easily conform to these ideals. There’s a villain, a hero and a mentor. There’s a journey that must take place across paths fraught with obstacles. There’s a wise and experienced leader to help guide the young hero. There are magnificent opportunities that await, which can better the situation of every stakeholder at the successful conclusion of the adventure. This is the employment story for candidates -- their heroic journey. And because contingent talent are usually brought aboard to tackle projects or conquer specific challenges, the concept of a quest seems fitting.

The Villain

In this instance, the villain isn’t an individual or supernatural presence. It’s a situation, an obstacle, a greater problem that must be overcome. Introduce your prospective hero to the client’s villain. It could take the form of skills deficits, stalled innovation, a lack of diversity, the status quo, the need for fresh perspectives, an aggressive competitor or other obstacles on the road to progress.

Paint a vivid portrait of the issues facing the client and the rewards to be gained by solving them. Give your talent something to champion, a shared mission they can rally behind as vital contributors who will learn new skills and refine their abilities along the way.

The Mentor

Every memorable hero’s tale involves a mentor. This role belongs to a learned and experienced veteran who will provide guidance, inspiration, training and direction. The Hobbits had Gandalf, who himself relied on the insights of Galadriel, a mighty elven queen. King Arthur sought counsel from the wizard Merlin. Buffy the Vampire Slayer learned from Giles. Luke Skywalker became the most powerful Jedi thanks to the lessons bestowed on him by Obi-Wan Kenobi.

Contingent workforce leaders are ideal mentors. They possess the tools, the acumen, the experience and the people skills to fit top talent to highly engaging assignments. They are not gatekeepers hoarding information, or dictators pushing down orders to the frontlines. They lead with empathy. They serve as advocates, mentors, facilitators and negotiators. They give talent a voice and lend talent an ear:

Other team members who are already working the job on behalf of the staffing partner are equally strong sources of knowledge, comfort and creating welcoming climates for their new colleagues.

At Crowdstaffing, we listen to our workers and provide feedback about their performance, areas for continuous improvement, and offer mentoring from qualified internal coaches with related skills and experiences. This is a practice that translates well to the onboarding experience. Bringing in peers with experience at the client organization and knowledge of the MSP creates a safe and supportive coaching outlet where new workers can ask all their questions upfront, without worrying about the reception.

The Heroes

Your top candidates don’t want to battle villains alone. Show them the strength of the team members who will support them through the quest. Think of the rebels in Star Wars, Tolkien’s Fellowship of the Rings, the crew of the Starship Enterprise and the band of friends who worked alongside Buffy to slay all those undead monsters. Victories are achieved by teams of heroes.

Also consider how diverse those teams tend to be. In the stories we cherish, we often find that our valiant groups include a broad swath of society -- members who represent different genders, races, ethnicities, cultures and experiences. Together, their diversity brings greater strength and value to the mission.

The best way to highlight the exceptional workplace culture and employment brand of your clients is to tell the stories of their talent to your new heroes. Even better, encourage a social media campaign -- driven by other workers -- that allow them to tell their stories directly.

Telling Your Tale

When crafted well, there’s a truth being revealed in stories that reaches out to us in a visceral way, without obscuring the real message. We love heroes because they embody the challenges we want to overcome, the contributions we want to make and the heroes we one day hope to be. For contingent workforce professionals, treat your candidates to a meaningful story during the recruitment process, not just a list of numbers and duties. That’s how contingent workforce heroes rise.

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