How to Hook (Source) the Best in Class Candidates

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As a recruiter in today’s market, you have to always be looking towards tomorrow. If you are looking for the candidate who is a perfect fit, it’s safe to say that the talent pool is small. And all economic indicators and industries are pointing that this fact is not going to change.

It is best to start building your talent pool today because we never know what the market will bring. Facility and region headcounts change and shift. You have to be ready. As as recruiter you need to start being more aggressive, and creative. The competition for talent is increasing. Currently only 7% of all global companies are proactively sourcing the candidate pool. If you don’t act fast you could miss out on that potential top candidate.

One of the biggest things to remember is that when sourcing your trying to convert that prospect into a candidate, so you need to make sure you are targeted in your sourcing, consistent, creative, and relevant in your approach. This starts with actively engaging the passive job seeker candidate. Most of all you must be urgent and targeted in who, what, when and how you seek them out, interact and build a talent pool for the long term.

big fish social media recruiting

Social Media Use in Recruiting Reaches Unprecedented Levels

Learn how to hire & assess the best technical talent at our free webinar 12/9 at 1 PM EST. Click here to register.

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Does your company use Social Media to recruit potential hires?  If so, what form of Social Media does your company use for recruiting candidates.

LinkedIn, Facebook and Twitter are the top 3 Social Media platforms being used for recruitment. Currently over 92% of all companies use some form of Social Media for their recruiting.  In 2012 LinkedIn was the #1 Social Media platform used in Social Media recruiting at 93%. A 15% increase from 2010 when they were used 78% of the time.  Facebook was used 66% of the time, while Twitter was used 54% of the time.

The business case for social media is easy especially with new social recruiting technologies, tools and resources at our recruiting fingertips every day. Recruiters are having success sourcing with Instagram, utilizing Twitter’s new job card feature and even recruiting using YouTube and Snapchat to engage different candidate demographics to fill your openings.

social media recruitment

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2015 Predictions Recruiting Strategies

Learn how to hire & assess the best technical talent at our free webinar 12/9 at 1 PM EST. Click here to register.

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Learn the secrets from the masters to find and assess your top technical talent by joining our 12/9 webinar at 1 PM EST. Click here to register. 

The old way of recruiting and hiring is no more. We’ve entered a more social and interactive era that is heavily focused on process and facilitated by technology. Recruiting and talent acquisition teams can no longer be focused on leveraging established methods. Most of these methods and strategies have been in play since 1998 when the last real technology shakeup took place. It was called the launch of the job board industry.

In 2014, we have begun seeing a shift where job seekers are now in control. As a recruiter you’ve probably felt the pinch. Job offers are being turned down more often or candidate removed himself or herself from being considered at your company because they received another offer. In 2015, we can no longer be slow to engage and offer the best talent. Those companies who are shift, flexible and can adapt are poaching our current employee population or those we are currently considering to employe at our company.

Recruiting Strategies in 2015

In 2015, the candidate is in control. Unemployment is as of September 2014 sits at 5.9%. In October 2009 unemployment levels sat at 10.0%. The Silicon Valley job market for me often serves as a predictor for what we will see 6 to 18 months in the future in the U.S. Good employees there change jobs every twelve months. They aren’t considered job hoppers. They are smart capitalists who are taking control of their own professional and financial success walking away with sometimes 50% more salary. How do we entice and engage the savvy, qualified candidate marketplace. It all starts with adapting your recruitment strategies in 2015.

  • Evaluate Your Pay Bands. You don’t have to make immediate changes to your salary pay bands, but you should be mystery shopping your competitors and researching the current marketplace.
  • Meet and Survey Your Recent Hires. Establish a simple 30 day and 60 day new hire survey to locate trends and talk individually or in focus groups to new hires to understand how they searched for work and what was most important to them.
  • Mystery Shop Your Competition. Being flexible and responsive is all about arming yourself with knowledge. Have a member of your team apply to competitors to understand what the hiring process is like. Educate yourself on their benefits programs and incentives too especially if you are experiencing a large number of employees who are migrating over to that organization.
  • Evaluate Your Own Hiring Process. Turn your attention to your own current hiring process. Where do bottlenecks occur and what process is most difficult and/or frustrating for your job seekers. Now compare your experiences with the competition.

Notice I spent not one moment spouting for your team to get on social media and start recruiting or improve your InMail recruiting tactics on LinkedIn. In order to understand a solution you have to determine where your strengths, opportunities and weaknesses lie. Too often we jump ahead in the process and try to find a quick band aid. It won’t work when the job seeker is in the driver’s seat. It won’t work in 2015.

From the outside looking in adaptive and flexible recruiting strategies looks nimble and quick because your team has done the work. You’re researched up front. You understand your own processes shortfalls as well as your competition. A good strategy is lot like an iceberg. There is so much more than just execution. There’s a lot below the surface that your senior leadership or outsides see.

Learn the secrets from the masters to find and assess your top technical talent by joining our 12/9 webinar at 1 PM EST. Click here to register. 

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How Recruiters Can Build a Candidate Database with an ATS

Make the business case for your new HR strategy with this must have resource. Download 65 HR & Recruiting stats you can't live without.

 

Learn the secrets from the masters to find and assess your top technical talent by joining our 12/9 webinar at 1 PM EST. Click here to register. 

Most recruiting and talent acquisition teams have a potential candidate gold mine waiting in the midst. It’s overlooked and under utilized because of technology functionality. However, the times are a changing.

How to Recruiters Can Build a Candidate Database with Their Existing ATS

I’m speaking of the candidates housed within your ATS. The old and cold list of candidates from job postings past who have previously applied for a job and experienced interest in your company. It’s time you dust those old candidates off and re-establish a relationship with them to fill your present and future positions at your company.

There are a number of different technologies you can use to accomplish this task. Most are straightforward and simple focused on what I called proactive recruiting.

Sweeten the Deal for Past Candidates

Now a simple mass email in these situations won’t do. A bulk message inviting them to update their experience or contact information is boring. Entice them to re-connect with you for something that they need of value like a salary negotiation toolkit or a LinkedIn profile tip sheet. The challenge is that you need to direct those candidates to a destination where they add or update their skills and experiences in a dynamic environment that is flexible into what I consider a talent community. Download our jump start job search guide to give you inspiration on what a great job seeker downloadable can be.

 Invite them into Your Network

 A talent community is simply green room of sorts where candidates mingle, interact and prepare with your recruiting team before they get the big opportunity go out on stage. And by stage I mean interviewing with your company. The green room operates as a closed dynamic environment that is branded and built for candidates to learn about the organization and where recruiters can engage and use the platform to as a candidate relationship platform or CRM. Notes by recruiters are posted providing the next recruiter insights into the status, interest level and possible positions for the candidate.

Keep in mind that a talent network is not a candidate database. Let me say that again. A talent network of community is not a candidate database. 

Your network is the first place your talent acquisition teams logs in to source and engage candidates who have already been vetted and experienced serious interest in your company. In the old days, my talent network was essentially an Excel spreadsheet where I built a list of candidates who were interested in roles before they were open at my company. Maybe you used a notebook or three ringed binder to organize and store your candidate database.

One HR technology company that does this well is Talent Circles. They offer a responsible platform that can be completely customized to the organization’s needs big or small. Because most ATS are storing thousands if not million of candidates. Imagine the possibilities if we could access and cultivate those relationships beyond the standard post and pray.

 Customize Your Campaigns

A simple mass email to candidates who have previously applied in most cases won’t convert a high rate. And by high rate I’m assuming that 50 percent of the 3-5 percent who actually opened and read the email you sent them. Three percent open rate is considered high in most marketing circles. You are missing an opportunity to engage another 97 percent of your ATS candidate database.

By customizing campaigns you are able to tailor the message that’s unique and appealing to your audience. Dice has done a wonderful job of this with their job seekers by creating email campaigns using a technology that changes the message contained within the email based on when the received opens and reads your campaign. This ensures that if a candidate doesn’t open your email in time to attend the virtual job fair you are hosting that the email is still relevant and customized to them. What the candidate sees is an invitation to download the salary negotiation toolkit with no mention of last week’s virtual job fair.

Recruiting teams can take their efforts even further by using re-targeting technologies to re-engage past candidates using customized ads inviting them to re-engage. Companies like ReTargeter work with your ATS exported candidate email list. When a candidate logs into Amazon, Facebook or other website a cookie is activated. Your past candidates will begin seeing targeted ads to learn more about your company. Ever wonder why that shoe Nordstom ad follows you after visit their website? It’s called retargeting.

You’re sitting on a gold mine in a locked box that is your ATS. By building a strategy that leverages your existing database focused on your long term recruiting efforts you can build momentum that will lend you greater success at a lower cost and time to fill your future job openings.

Learn the secrets from the masters to find and assess your top technical talent by joining our 12/9 webinar at 1 PM EST. Click here to register. 

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survey2Since acquiring The Recruiter’s Lounge in early 2014, we’ve been spending the last few months watching, learning and researching to continue honoring Jim Stroud and this blog’s legacy.

We have just launched our first annual reader survey to see what readers are looking for when they come to our site. This survey helps shape the content that The Recruiter’s Lounge produces throughout the year and gives us a better understanding of our readers, their level of experience, and how to take The Recruiter’s Lounge to the next level.

We’re interested in hearing from you because we have some awesome things planned for 2015.

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Are you an Old School or New School Recruiter?

New Book: The HR Tech Field Guide is a quick and easy guide to selecting your HR Technology. Learn how to navigate this $15 billion industry. Click here to buy.

Indeed there was a time not so long ago where there wasn’t a Smartphone, ATS, or even the CLOUD.   Back in the day a lot of us used Fax Machines, and Gigantic Rolodexes.  How have the times changed for you?  Are you still an Old School, New Skool or a little of both?

In Old School recruiting the majority of recruiting was done via Newspaper Classified jobs.   Roughly 80% of all companies no longer use the Classifieds as a place to source or fill their job openings.   The New Skool approach is through use of Social Networking with nearly 89% of companies utilizing some sort of social networking platform for their recruiting needs. One New School is example is LinkedIn. Their recent InMail Open Rate change of 14% for users of their Recruiter product, is an example of how even New Skool is making changes and quickly. Click here to be connected to our recent post on how to increase your InMail open rates in light of LinkedIn’s new changes.

Old School vs New Skool

 

 

How to Use Your Interview to Check Out the Company’s Culture

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When talking to a prospective employer, youíre obviously thinking about how the jobís pay and benefits align with your skills and experience. But at the same time, you should be considering how well youíll fit into the companyís culture. After all, youíre going to spend an awful lot of time at work, and whether the environment matches your approach and personality will have a lot to do with whether you succeed ó or donít.

The interview offers a prime opportunity to get a sense of the employerís culture. Itís simply a question of paying attention to your surroundings and how people treat you, and each other, during your visit. Here are some things to look for.

Saying Hello

They say first impressions count. When you entered the office, how were you treated? If there wasn’t a receptionist, did you stand around for a while before anyone noticed you, or did someone greet you and offer you a chair and a cup of coffee? Were they friendly while they did it, or did you feel like a distraction? How people respond to visitors provides a good indication of whether the company’s looking to build a team or simply get a body in the door.

What’s the Buzz?

As you’re walking through the office, pay attention to the noise level. It’s always interesting to notice whether people are talking to their co-workers or are simply intent on their screens. If they’re conferring at a desk, in the hallway or in a conference room, observe their body language and energy level. You’ll be able to tell if people are engaged in their conversations and relaxed in their interactions. The question to ask yourself: Is this the kind of environment I want to work in?

The Break Room

If youíre offered coffee or water, take the opportunity to check out whatís going on in the break room. If people there are formal and don’t talk very much with their co-workers, that hints at a culture where relationships arenít very important. Or, workers may feel they don’t have even a minute to spend away from their desks.

Take note of the layout, too. A room without tables hints at a company that’s more interested in having you stay at your desk than get your breath occasionally. Tables, sofas, easy chairs and television indicate the firm recognizes that people need to clear their heads every once in a while, and that socializing with your co-workers can be a good thing.

Cube Sweet Cube

Engaged people nest. If every cubicle has bare walls and desks empty of family pictures, that’s a sign people come to this office because they have too, not because they want to. When people take the time to personalize their workspace, it means they’re vested in being there.

Look and Listen

You can tell a lot about a company’s culture by observing how people interact with their co-workers. Every time you’re introduced to someone, take note of whether they’re cordial or formal, whether they’re relaxed or seem to be “on stage” while they’re talking to you or their colleagues. Easy conversation is a good sign that people work well together.

Ask Questions

Finally, donít be afraid to ask questions about the workplace and the culture. Inquiring about what type of culture the company tries to maintain, whether a workplace is always so quiet (or raucous), and what managers do to foster a commitment to the corporate mission can help you get a sense of what itís like to work at a place day-to-day.

Interviewing is a two-way street: Itís as much about you checking out the employer as it is the employer sizing up you. Use your time visiting the company to get a sense of what the workplace is really like. The job might feel like a perfect fit, but itís tough to perform in an environment that doesnít match your personality.

Mark Feffer has written, edited and produced hundreds of articles on careers, personal finance and technology. His work has appeared on Dice.com, Entrepreneur.com as well as on other top sites. He is currently writing for JobsinVT.com, the top local resource for job seekers, employers and recruiters in Vermont.

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