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Niche Recruiting Tactics

Niche recruiting… What does this actually mean?

Niche recruiters usually cover one industry or a couple of similar industries, digging deep into a particular vertical.

The rise in niche recruiters is growing, as professionals tend to sway more towards industry-specific recruitment agencies when searching for a new job. Niche recruiters build their reputation from being experts in their chosen vertical and knowing the industry inside out. Making them the go-to recruiters for highly skilled jobs.

Here are some important factors that as a niche recruiter, you should keep in mind:

  1. Be as creative as possible in your approach to recruiting in a niche vertical When posting on job sites, these days it's important to NOT just follow the standard requirements for a job description. Instead, be creative and compelling with it and make your candidates engaged and feel excited by the vacancy. What’s crucial here is writing to attract rather than intimidate prospective candidates. In modern-day, the buzzword, “culture”, is important to include in job descriptions. Candidates are now prioritising company culture as one of the main factors whether they accept a job or not. So, describing this in the job description is an effective way of engaging talent. With 88% of job seekers saying culture is of relative importance to them when searching. Moving on. When it comes to sourcing talent on LinkedIn, it is wise to not just target professionals who are actively searching or “open to new opportunities”. As on LinkedIn alone, over 75% of candidates are passive. Therefore, building a strategy for targeting and networking with this type of potential candidate is crucial. Social platforms provide a great opportunity for recruiters to create valuable, long-lasting relationships and networks that are engaged and not just sitting in a spreadsheet. LinkedIn for example, allows you to join specialist industry communities and groups, share your own knowledge and expertise through feed posts and articles, find new prospective candidates and clients as well as building long-term relationships.

  2. Be proactive when prospecting new candidates and clients Following on from the above point, being proactive in your approach means digging into the market of professionals who are currently employed and not necessarily looking. You may think that sending them a personal LinkedIn message informing them about a job vacancy is enough. But what is the likelihood that they’ll respond if this is your only interaction so far? Instead, recruiters need to create a relationship with their candidates and clients and this doesn't happen overnight. The beauty of digital is that it allows them to do just this. Through websites, blogs, videos, social media, and emails, recruiters can successfully create a clear picture of their personal brand. Creating a good relationship can stem from the quality of content that a recruiter publishes. Candidates and clients will want to know whether their values align, how they work, and their brand culture. As well as how credible they are as a recruiter; which can easily be highlighted through testimonials and business cases.

  3. Be an expert in your chosen niche When becoming an expert within your niche you need to devote all your time to become as knowledgeable as possible. This means keeping up with the latest trends, announcements, and the best skills required in your chosen vertical. Learning about your industry from the clients you work with and candidates you place is also a good idea, as they are generally the experts too. Secondly being an expert, means understanding your target audience. Recruiters should identify the challenges that clients and candidates face to then effectively address them through inspiring content. Publicly engaging with your audience is a clever way of demonstrating how your recruitment business can provide a solution to their job search or hiring needs.

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