Today, we are visiting five common questions about the B2B recruiting landscape.

You’ve got questions. We’ve got answers. From the hiring cycle to starting on social media, we’ll discuss how the industry has evolved.

Do you find that you end up going through the hiring cycle with passive candidates only to find out they aren’t ready to make a change and end up spinning your wheels?

This is a common problem for B2B recruiters. There’s no way around it, there are a lot of false starts when it comes to recruiting passive candidates. While this is undoubtedly frustrating, it’s a price you have to pay if you want to hire top talent.

While it can be a challenge to convince a passive candidate to take a new position, it’s not impossible. Take a look at our recent blog post for more tips and tricks: 5 Ways to Convince Passive Candidates to Switch Jobs.

How do we do away with traditional job descriptions with the advent of job aggregators which are very keyword oriented?

This question, perhaps even more relevant in today’s day and age, is one that many recruiters and hiring managers struggle with. As we stressed in our original post, the answer is to find a logical solution or workaround that fits into your existing strategy.

In this case, we recommend that you always include keywords in your job descriptions—whether you use a job aggregator service or not. In the age of the Internet, people are searching for jobs in a multitude of ways—through standard search engines, alert systems, cell phone apps, and websites dedicated to job postings.

Keywords are an essential way to have your job listings seen by as many people as possible. Having said that—you still want to compose high-quality job descriptions. Be sure to write for your candidates and not for search engines.

How do you entice a person working in a permanent position to consider ‘contract-to-hire’ positions versus only direct hire?

Although it can still be a significant challenge to convince a candidate to leave a permanent position, contract work has become more and more commonplace. In fact, it is anticipated that by 2020, more than 40% of the American workforce, or 60 million people, will be freelancers, contractors and temp workers (source).

The trick is to stress the value of the position—will the contract work have more flexibility, higher pay, more room for growth? You must be able to prove that the benefits of the contract work outweigh the potential negatives.

If you have not engaged in social media – where would you start?

Did you know 92% of recruiters leverage social media for recruiting (source)? The reason for this is simple—it works! In fact, surveyed recruiters named social media as the second most effective tool for sourcing quality candidates—second only to referrals (source).

As we mentioned in our original post, this is at least a two-hour answer. But the short and sweet of it is, start anywhere! It’s likely that your company already has an active social media presence. Leverage this influence by working with the social media team to publicize job openings.

While you don’t want to spam your followers, your network of prospects and customers contain valuable and talented employees—some of whom are actively looking for new jobs. Here are some quick tips to get you started:

  • Prioritize LinkedIn

Business professionals expect and often welcome messages from recruiters on LinkedIn—after all, it was built to be a professional networking site. For this reason, you will see the best response rates and source the most candidates from this platform.

  • Connect with influencers

You’ve probably heard of influencer marketing by now. If not, the basic principle of influencer marketing is to leverage the audience of an industry expert to further your marketing goals. The same can be done in recruiting. Partner with well-known influencers to share your job postings with their network. The amplified reach will help you reach more eyes within a particular industry.

If you have the budget, don’t be afraid to use social media outlets to advertise job openings. Specific platforms have different targeting capabilities, this can be an excellent way to get job posts in front of a very specific audience. Consider location, job title, income, etc.

  • Set up a social referral program

Consider offering rewards or perks to employees who share job listings with their personal networks.

What is currently the best method to find the passive candidates for 3rd party recruitment companies?

There’s no way around it, passive candidates are often your best candidates. In fact, for critical jobs, 95% of the people you want to hire aren’t looking (source).

While there are a million ways to reach these people, here are our top tips for finding passive candidates:

  • Personalize your outreach

Do your research on candidates before you attempt to talk to them. What type of work do they do now? Do you have applicable job openings? What type of companies have they worked for in the past?

If you send a quality candidate a job description that doesn’t match their skill set, your email will end up in the trash and you can forget ever working with them. Instead, use your research to craft a personalized message that speaks to their particular experience.

  • Write better job descriptions

If you end up getting a job description in front of a passive candidate, you want to make sure it resonates with them. Don’t be boring, highlight the benefits, and talk about workplace culture. Make sure candidates can really picture what the job and company will be like.

  • Be proactive on a variety of platforms

Although it’s not always possible, your best bet is to be present on as many platforms as you can. Think social media, job aggregators, message boards, professional organizations. You never know where your next best candidate is hiding.

For more in-depth information about B2B recruiting best practices, check out the following articles:

And to learn how ZoomInfo can improve your recruiting efforts, call our sales team today 866.904.9666.

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