Every recruiter is aware of how candidate availability has been a veritable rollercoaster over the last 18-24 months, surging from "feast" to "famine" over the course of 6 months. A recent blog I read described the market as "white hot" right now, which feels about right. 

Before I get into this, I should add a disclaimer that this article doesn't contain a "silver bullet solution" or panacea to all your candidate-engagement-shortage woes. If it did, I would be talking to dragons den, not you, about it.  It's more a recognition of the fact and mulling over thoughts on it.  

Although we have all seen this phenomena progress over recent weeks and months, it came into sharp focus for me over the last few days when working on a project for a client who will be looking to recruit not one, but a whole department of 30 or so cyber security professionals. With research showing that 73% of this demographic have been approached about a new job in the last quarter, which is over double the average for any skills profile, you can understand how they are seen to be one of the classic "Unicorn" skill-sets right now. 

So to set up for success, its all about standing out. Picture the cyber security professional; they switch on the laptop on Monday morning and there are the 5 or so InMail's, all offering " an exciting opportunity with a great organisation", or something equally bland. Which, if any, get read? 

It important to begin with brand awareness. An employer needs to invest in positioning both the perception of and awareness of the organisation and its opportunities, in the best possible light. That's why, at Peoplescout / TMP, we always advocate a creative campaign to accompany a large scale project such as this. To help shout the loudest in an already noisy room, so to speak. 

In addition to this, consider your method of approach. is another InMail going to cut it? We at PeopleScout have been using personalised video outreach for this very reason. Not only does video content carry  significantly more engagement than the written word, its a lot easier to show a human side and thus hopefully be more appealing. I've even read about people writing written letters to try to grab attention. Yes, its old school, its time consuming but it would stand out for sure if only for the candidate recognising how out of their way that recruiter has gone to reach them. 

Next, think about the angle that you come to the candidate from. Sure, you can cut to the chase and speak about the opportunity. But if this is a candidate that carries sufficient value in the long-term for you,  think about how to build your credibility with that person by first sending an ISTATOY or "I saw this and thought of you" message. Perhaps a piece of interesting insight on salary trends of market observations relevant to that candidate. Then follow up a week later to see how it was received? 

PeopleScout are employing all of these considerations and more now in recognition of supply and demand demographics that exist in the candidate market. As I say, there are no curative solutions but a holistic approach factoring in several of the above is certain to have a bigger impact than just playing a scattergun, number game. 

If you'd like to discuss your talent acquisition related challenges with us to see how we can help,. please drop me a line. Happy hunting!