Standing out in the crowd is always a challenge in any industry. Similarly, there are thousands of recruitment agencies, job boards around and hence it is a much of a challenge to be on top of others.

There are many start up recruitment service providers coming up each day. It is essential to be focused and to be in top among the client’s preference. Recruitment services need to attract right job providers, satisfy them in their recruitment needs as well as satisfy people who are looking out for jobs. Employers as well as prospective employees need to have confidence in the recruitment agency.

The following may help to be top in the list:

Uniqueness/Specialization

Instead of trying luck in various non focused job requirements, it is better to have a focused and specialised interest in a particular sector. Concentrate in one domain or sector and start building similar clients (Employers) and provide service for that particular sector. Build resume database on this sector and market the talent pool. When companies working on this sector get to know about your specialisation automatically will ask for business assistance. It becomes easier to sell your talent pool and get business as well as to deliver since you have built network on this sector. Sectors may be either IT or Non-IT/ITES etc. Again you can specialise in domains such as Telecom, Embedded, Finance etc.

Add on Services

Agencies should get the trust from both client as well as candidate. It happens only when they provide good service both. Client service helps in expanding the business. Candidate services help in getting more references and increasing the network. Provide personalised feedback on time to candidate. Provide services like quick responses, quality candidates and less drop outs to client. Both e-mail and telephone communication is necessary.

Creative Approach

Adopt innovative technology to attract both client and candidate. Always communicate frequently with the client. Provide right feedbacks, market information and candidate details to client. Meet them in person frequently, try to get latest updates about the company, their business and the technology aspects. Use all the social networking to attract the candidates. Innovative advertisements, job postings and e-mails to market the job opportunity. Educate the candidates about the client, their business, where they stand in the market, how they get benefited etc. Meet them if possible.

Recruitment agency is the one which the best media between the client to reach the right talent and candidate to get the right job! They need to understand both well and decide the right fit.

Employers look for passive and quality candidates. These candidates are usually not active on job boards or don’t respond to the any emails or calls by recruiters. Recruiters try to target them by posting ads in various media and also sending bulk mails. But these candidates don’t get attracted to any of these methods. Job postings most of the times are usually unsuccessful in targeting quality talent. Recruiters fail to understand why this happens.

These candidates don’t look out for change if its not interesting to them. They only respond if the position and the profile is beneficial for them in different ways. These performers look for

1. Challenge which is better than the current
2. Recognition
3. More responsibilities
4. Career growth
5. Team Work
6. Better organization and the environment

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Recruiters, while posting any job need to remember how to ensure the above mentioned are marketed well. Mostly they fail because :

Posting Wrong Content

People often make a mistake by posting job description than job ad. Job description is used for the recruiter to understand the position better and for internal use. Job ad is to market the company and the position to the candidate.

Targeting the wrong Audience

Always approach the relevant candidates who fit for the position. Understand the requirement and the kind of people who match these requirement. Try to sell the position to the candidate than demanding from them. Remember that you the seller and need to market the position in such a way the it should be beneficial to the candidate. Target the right people who fit for this position

Bland Format

The job description does not give much information on what candidate gets out of this position. How its more challenging than his existing job. It’s just for the internal reference and to understand the skill set. Once you know what you need to search then you have to attract them. Just sharing the job description will never attract the quality candidate. You need to provide enough information about the company, business, how he can upgrade his career etc.

Attracting quality candidate itself is a talent.

Resume SEO (Search Engine Optimisation) is loading enough keywords in the resume so that it results in the search engine during the search given by the recruiters. One needs to highlight all the relevant keywords to get an attention from the recruiters. These are the few ways you can have resume SEO :

Decide on Keywords : Make sure to use different keywords. Use all short forms, phrases, jargons which are your relevant skills. Person might search HR as either HR or Human resource. So keep in mind to insert both of these words. Similarly MS/Microsoft, TL/Team Lead/Tech Lead/Technical Lead.

Add keywords in Summary : Write a brief summary about your experience and the key skills which you have worked in the beginning section of your resume. It helps the recruiter to quickly go through them and understand easily on the your profile.

Add Skills Section : You can Insert Technical Skills Section with the table in the resume. Provide details on each skills which you have worked, total months/years and duration on which you have worked and rating on each according to you. It will help the recruiter to quickly judge on skills which you have worked the most and decide on the fitment.

Use Different Keywords : As mentioned in the beginning, use both full keywords and acronyms in your resume.