In Canada where the unemployment rate for skilled retail workers is less than 2%......the concept of simply posting a job opening and the masses of top talent will flood in to apply:
are simply gone.
Perhaps there are a few categories of retail jobs that still attract larger pools:
but overall:
These people are really applying to the "brand" of the firm
rather than the job itself.
Victorias Secret attracts applicants just from brand identifaction: it looks like a great product to be associated with. It looks like fun to work there.
Same with Apple Stores.
Its the corporate brand that has the pulling power for candidates these days:
the reputation of being fair: both to staff and customers
the excitement of representing a certain product
the prospect of growth and career upsides
the reputation of great compensation.
Candidates are attracted to the reputation of a firm long before they ever decide to apply: long before changing firms crosses their minds.
If all the above are satisfied: then its the ease of the application process that defines the moment the candidate puts his or her hat forward to apply.
The very day the thought crosses their mind: is the day they want to chase a new firm not when the company decides they will create a job posting.
Thats where having a talent pool rather than simply posting a job pays off.
Having a deep community of contacts waiting to be notified if company X opens for applicants is the most valuable commodity a recruiter has.
Instead of the old system of posting a fresh job: then grueling on through to source candidates or wait for cold applicants to find the news: today its about having a team of retailers already committed to the idea of working for company X.........who just need the nod and they are "in".
This is what on staff corporate recruiters usually cant accomplish. They arent paid to do this.
Their goals are to find specific people to fill specific openings for their firm only..........not build networks of "friends" that they follow for years throughout their various moves in their retail careers........assisting and guiding.
In that sense they arent true "Facebook" style friends which means they arent full social media recruiters: even if thats the medium they use. But they are certainly wonderful at advancing the attraction of their brand to pull people towards them.
Contract recruiters usually have communities of retailers across every category and a variety of firms on "standby" waiting for the news flash: their company of interest is now on open call.
Candidates are committing first and foremost to which companies they are interested in joining.
Such confidential information is really only the property of trusted contract recruiters. People dont usually broadcast that information.
This is the critical difference between on staff recruiters and job postings vs contract recruiters.
There is just no way to compete with the depth of the talent pool developed by contract recruiters because their living depends upon not just how big and broad their candidate pool is; but how "excellent" they are as well.
.......especially those with highly developed virtual skills can out-run regular recruiters by weeks and even months to market with best candidates..........because they already know who is available and wanting to work for your firm!
In todays market: simply Posting an Open Role: either on a job board or on social media is by far the slowest and least effective strategy at pulling in the candidates you want!
are simply gone.
Perhaps there are a few categories of retail jobs that still attract larger pools:
but overall:
These people are really applying to the "brand" of the firm
rather than the job itself.
Victorias Secret attracts applicants just from brand identifaction: it looks like a great product to be associated with. It looks like fun to work there.
Same with Apple Stores.
Its the corporate brand that has the pulling power for candidates these days:
the reputation of being fair: both to staff and customers
the excitement of representing a certain product
the prospect of growth and career upsides
the reputation of great compensation.
Candidates are attracted to the reputation of a firm long before they ever decide to apply: long before changing firms crosses their minds.
If all the above are satisfied: then its the ease of the application process that defines the moment the candidate puts his or her hat forward to apply.
The very day the thought crosses their mind: is the day they want to chase a new firm not when the company decides they will create a job posting.
Thats where having a talent pool rather than simply posting a job pays off.
Having a deep community of contacts waiting to be notified if company X opens for applicants is the most valuable commodity a recruiter has.
Instead of the old system of posting a fresh job: then grueling on through to source candidates or wait for cold applicants to find the news: today its about having a team of retailers already committed to the idea of working for company X.........who just need the nod and they are "in".
This is what on staff corporate recruiters usually cant accomplish. They arent paid to do this.
Their goals are to find specific people to fill specific openings for their firm only..........not build networks of "friends" that they follow for years throughout their various moves in their retail careers........assisting and guiding.
In that sense they arent true "Facebook" style friends which means they arent full social media recruiters: even if thats the medium they use. But they are certainly wonderful at advancing the attraction of their brand to pull people towards them.
Contract recruiters usually have communities of retailers across every category and a variety of firms on "standby" waiting for the news flash: their company of interest is now on open call.
Candidates are committing first and foremost to which companies they are interested in joining.
Such confidential information is really only the property of trusted contract recruiters. People dont usually broadcast that information.
This is the critical difference between on staff recruiters and job postings vs contract recruiters.
There is just no way to compete with the depth of the talent pool developed by contract recruiters because their living depends upon not just how big and broad their candidate pool is; but how "excellent" they are as well.
.......especially those with highly developed virtual skills can out-run regular recruiters by weeks and even months to market with best candidates..........because they already know who is available and wanting to work for your firm!
In todays market: simply Posting an Open Role: either on a job board or on social media is by far the slowest and least effective strategy at pulling in the candidates you want!
