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Sourcing the right talent in a niche market

Written by Kimberley Startup | May 15, 2013 | 0 Comments

online recruitment, niche markets,, specialist recruitment, staff recruitment, recruit staffIs your company in a highly specialised market? If so, then you are likely to be able to recall more than a few headaches recruiting staff.

At a time when even those employers in non-niche markets can encounter skills shortages in their candidates, finding the right man or woman who possesses certain rarer skills and experiences can be overwhelming and frustrating.

There are many things that the clients of Webrecruit (http://www.webrecruit.co.uk) can do to make staff recruitment easier, however.

Niche recruiter status only increases the importance of having an incredibly thorough knowledge of everything relating to your firm and its industry, continually researching and learning.

One key component of such knowledge-gathering is the creation of a sourcing map. Consisting of every relevant competitor, community, conference, niche job board, allegiance, personal connection, connection of connections, group and list on Facebook, Twitter, LinkedIn and more, a sourcing map can be a vital first port of call when you next need to recruit staff.

There are always ways in which you can use your sourcing map to generate even more ideas of places to look for suitable candidates, so you should study it carefully, making a note of where the listed people come from, their responsibilities and how they carry them out, as well as who with.

Your sourcing map can be the platform on which so much of your niche company’s online recruitment takes place. You’ll already know just how shallow your recruitment pool is, so you should extract the absolute maximum value from every source that you have. There may be an industry conference at which you can find attendees, or there may be an industry-specific LinkedIn group that you can scrutinise for talent.

As you use such sources, you should strive to maintain and increase diversity in where your candidates come from, so that you always have somewhere new to turn to – just in case.

It’s also a good idea to set up Google news alerts to monitor news relating to your niche market, so that if a major competitor decides to lay off some people, for example, you can get in touch with them via LinkedIn and advertise your vacancy.

Even if you find yourself contacting people who are not being laid off as part of the above scenario, there’s no harm in trying to persuade them to join your talent community – or you could start one, if you have not done so already. This can be a vital part of the online recruitment process for your niche firm, as it gives you an opportunity to promote yourself as a market leader and as the best place to work, via regular newsletters, blogs, social media updates and more.

Finally, of course, it’s also sound advice to simply advertise as widely and as astutely as possible. Webrecruit (http://www.webrecruit.co.uk) can help to ensure that your niche firm’s recruitment advertising is as effective as it could possibly be, so that you attract those all-important candidates.

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