Top 4 Innovative Recruiting Strategies

February 2nd, 2017

recruitment

Video interviewing, ramification and social recruiting are some of the newest technologies used by employers and recruiting agencies in the war for top talents. They change the way people communicate and free employers from paper processes by cutting through the traditional recruiting strategies. Some employers and recruiters ignore engaging in recruiting strategies that are highly effective at their own risk. Everyone today can use innovative recruiting strategies that are cost-saving in the economy and job market. What are some of the different recruiting strategies that can help you get top talents?

Undercover recruitment

Observing potential employees first hand outside the recruiting process helps recruiters to get a valuable insight into the candidate skills, talent, and abilities that are difficult to notice during an interview. Watch the candidates you aim in action before their start date. Put recruiters or interviewers in different innovative locations, such as events, association conferences, or customer service situations. This will give you firsthand experience with a potential employee.

Innovative referrals

There is a massive opportunity to capture top talents through referral programs, social media and marketing and incentives. Companies that already use innovative referrals as their recruiting strategy are benefitting and get to employ top talents. They turn their employees into talent scouts and train them to identify top talent. They teach them about the employee referral process and show them examples of other employees who joined them through referral programs and what they are doing for the company. This helps them scout for top candidates before referring them to the company.

Social Media Recruitment

When you need special candidates who are qualified, why don’t you think about doing a campaign? Some companies have succeeded in this strategy. They have fueled interest starting campaigns and using Twitter, Facebook and Instagram to promote their campaign. Don’t search in the same place or use the same search tool over and over, instead approach recruitment differently from other companies. You can combine excellent recruitment strategies such as a great recruitment branding and extending your campaign message far and wide.

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Agencies

Finding top talents is still a challenge for many companies. Reviewing applications and interviewing potential candidates take time from your existing obligations. Nowadays, many employees are partnering with staffing agencies which help them search for top talents. Staffing agencies are valuable tools that you can use to quickly find potential candidates, they offer the best services, especially if you’re looking to fill in workforce gaps, part-time workers or sick leaves. They offer you talent fast and flexibly and reduce the risk of you employing non-competent employees. The greatest cost of all by a long shot is having the wrong people representing your company.  They also offer financial risk if you have to fire someone unexpectedly.

If you are looking to fill a current vacant position in your company with the top candidates, you need to elevate your current recruitment strategies. If you are doing that okay, filling your openings with qualified candidates will be easier and you won’t need to add any stretch to your recruiting process.  Use the above innovative recruiting strategies to get the best employees in your company.

Key Changes to the Recruitment Process

January 30th, 2017

Talent recruitment is one of the key issues that companies and businesses must solve. Attracting the right talent is not as easy as it might sound, especially in this current recruitment landscape. Companies are exposed to changes in the recruitment industry. Hiring and developing great talents is the most important thing any company can do. What’s changed though is the way they hire. Job boards might work for some positions, but to consistently and reliably get top tier talent to your company, you need to use a new approach: focus on the candidate’s engagement.

Convert passive candidates

Passive candidates have to be pursued to want to have a working relationship with you. They are really not interested in job alerts, so you have to think of the best reason to lure them to hand over their contacts to you. This could include:

  • Events: this could be sponsoring one or hosting one yourself. What does this offer to your company? Access to a pool of highly talented and qualified candidates and the chance to make a positive statement about your company in the ongoing event.
  • Talent community: talent communities offer mixed-up results, but if done right, they have huge benefits. Your talent community search should be based on specific persona or skill sets, for better success than a generalized one.

The importance of engagement

When you are thinking about hiring new talents, you can take a lot of guidance from marketers and the way they approach and handle their customer acquisition. Why does this make sense? Companies are prepared to build a relationship with customers before asking them to purchase. The customer life cycle is changing and this is far more effective than just assuming they will purchase.

How can recruiters learn from this change of events? 

Recruiters should understand the importance of continuously building a pipeline of prospects. Building and nurturing these relationships results in their having a receptive base lead that is interested in learning more. It may seem simple, but it’s under generally utilized.  Doing so helps many companies make major quality hires and cut the time they spend on recruiting process.

Fatal errors to avoid

One fatal error that companies make when recruiting is they forget about the people who applied previously. Over time, companies have a huge database with thousands of candidates. Many of these candidates may identify strongly with your company, that’s why they applied. Reaching out to them is fast and cost-effective and they could be a perfect fit.

Many companies are leveraging these strategies today by analyzing their recruitment model, the impacting digitalization on the recruitment sector and focusing on major problems they must solve when recruiting. Companies that get engagement will continue to flourish.

 

How Unintended Gender-Bias In Job Posts Slow Your Hiring Process

January 18th, 2017

One of the most common reasons why companies lack diversity is the lack of having employees from underrepresented groups. This does not only limit diversity in employing and attracting talents, it also slows the entire hiring process. One way of attracting and finally getting to hire qualified candidates is by boosting your pipeline and removing the gender-based language from your application forms.

The concept of gendered job listings is gaining recognition, it refers to the use of female or male terms within the job description. This has been a huge problem for companies that focus on bringing underrepresented groups or more women in technology. Looking for perfect candidates (unicorns) is not easy and putting certain requirement will make it even harder.

Flood your pipeline

Flooding your pipeline is a better way of reaching a wider pool of applicants including candidates from underrepresented groups.  When you flood your pipeline you’re more likely to attract and have more applicants, which will improve diversity and speed up your hiring process.  However, when you exclude certain genders from applying for a post in your company, you are excluding half of potential employees.

When companies use gender language in the application process, potential employees with the right skills and experience will read your job description, but won’t apply because of the gender language. When the gender language in removed from your application process, your company will be open to all applicants and have the highest chance of getting the best candidate for the job.

Not as hard as it seems

Removing gender language doesn’t have to be time-consuming or as difficult as it may seem. Just use neutral words in your job listing. Gender listings will be understood differently by different candidates out there. Some words like aggressive, assertive, strong or competitive, skew male, while words like community-nurture or concerned skew female. Avoid these biased words and use your best bet, gender-neutral terms. For example, instead of listing, you are looking for ‘a strong programmer who can thrive in competitive working place’, why don’t you list something like ‘an exceptional programmer motivated by goals’?

The simple act of using gender-neutral language offer tremendous diversity for employers. Ignore gender language, take a few extra minutes and review your job description and be sure your doors will be wide open for a unicorn candidate for your job.

What to Consider When Hiring in the Digital Age

December 20th, 2016

As technology advances, it increases its impact in our world. It’s clear that your company needs  people with a clue clued  now more than ever. It makes sense that recent graduates will fit the bill, but just how prepared are you? Technology continues to evolve, it is playing an increasingly important role in the way many companies approach the hiring process. Smart companies know what they want and what suitable digital candidates look for when seeking employment. Here is a list of what to expect.

Easy and fast application process

Today’s digital age job seekers are aware of the competitive job market and they know their worth. They see opportunities everywhere and if an employee makes the application process difficult or even takes too long to respond, they just pass their resumes out for another job opening. For employers to attract the digital era candidates, address this issue by using recruitment marketing technologies. These integrated platforms are effective and enable the collaborative hiring of top talents.

It’s all about digital

Traditional paper resumes and in-person interviews have been supplemented with online job applications. Companies are using innovative tools like social media to get tremendous insight about potential candidates. They are using digital platforms to their advantage by adding resumes and other important information. More employers are levering video interviews and webcam the streamline the hiring process. To get the digital age top seed, you have to embrace the digital hiring model.

Your brand is the key selling point

Digital candidates will evaluate your brand before applying or accepting a job. They’ll research you as much as you research them. They need to get all the information about your company and brand, so make sure your website is a strong marketing tool for your brand and engaging too. Companies’ websites are top job hunting sources for potential candidates. A well-designed career site will reflect the brand image, the company’s vision, mission, and values. The company detailed job description in combination with experience and online application helps job seekers to determine if they are culturally fit for your organization.

Focus on passive candidates

The number of Gen Y and Gen Z workers is increasing, and their employment expectations differ from older generations. They are passive candidates. They don’t necessarily seek a job, but they are open to new opportunities. To find this candidate, look for them anywhere else they have the web or try social media. Today’s professional expects employers to search for them.

It’s clear that you cannot hire candidates depending on their degree acquired.  You need to also consider experience, academic virtues, personality and personal goals. 

5 Tips for Recruiting and Retaining Millennials

December 14th, 2016

Employers should have a firm understanding when establishing their recruiting plan. They should understand the importance and value of recruiting Millennials and the Generation X because it will help them understand whether potential candidates will reject or accept positions within their organization. Successful employees must not only take into consideration the position that is available, but also the type of employees that are needed to fill the positions. If they make an effective hiring, employee retention will significantly increase.

As it stands, about half of all the current workforce is either Millennials or Generation X and it’s predicted to rise over the next decade to around three-quarters mark. This transition presents major obstacles for employers. Individuals with different values and ideas, different ways of operating and communication in the workplace, will be the pressing issues on many companies’ agenda. How do you then attract the brightest candidates of the millennial generation?

What motivates younger job candidates?

First, it’s important to understand what actually motivates the Millennials. Perks, benefits, and other advantages, not just ranks and salaries, are hugely important the same as opportunities, companies corporate social responsibilities and professional development. A sense of belonging and team should not be underestimated, organizations need to emphasize mentorship, training, and team culture as their selling point.

Conducting a dialogue when recruiting them

Millennials are well-informed, smart and unwilling to consider one-size-fit-all recruitment strategies. They favor companies that understand them individually, dialogue with them and build a relationship and offer employee experience that looks at both their needs and aspirations, not just their skills. Millennia’s like Gen X, are asking for the same things, but they just go about it in different ways, meaning that companies need to rethink their rulebook when it comes to attracting them and retention.

Make work fun, challenging and exciting

For Millennials work in supposed to be fun. Keep them challenged and engaged by offering them additional responsibilities it makes them feel appreciated and they are moving somewhere. This is a group that has a free-flow intersection between life and work. Fun doesn’t mean you leave the office, just give them what they want all day and they love change, so it up for them to add more fun.

Recognize their efforts

Make sure you recognize the efforts when managers deliver recognition, not just the end results. By recognizing their efforts, you will initialize self-worth and also that gives you the opportunity to provide coaching and mentoring.

Provide frequent feedback

Millennials are always on point to deliver if they get instant gratification. As an employer. You need to provide frequent feedback to feel this need, it fulfills the desire of wanting information offering the opportunity to learn and improve.

How To Recruit On LinkedIn, Fast, Without Breaking The Bank

December 6th, 2016

Recently I discussed the slowdown in tech hiring, which is already reflected in today’s longer and more difficult hiring cycles as hiring managers are more selective with the quality of candidates. Recruiting and job seeking has become significantly more challenging as offers are given out only to candidates who meet all requirements without fail. Sahat Yalkabov, a software engineer at Yahoo, was rejected multiple times describes this trend in his post “**** You, I Quit — Hiring Is Broken.” I empathize with Sahat and others out there who are struggling to get offers. The environment of hiring and talent acquisition had changed from two years ago when Sahat got the gig on Yahoo. Back then almost every company needed to fill tens, sometimes hundreds of positions.

I empathize with Sahat and others out there who are struggling to get offers. The environment of hiring and talent acquisition had changed from two years ago when Sahat got the gig on Yahoo. Back then almost every company needed to fill tens, sometimes hundreds of positions.

Today, only pockets of the tech industry still enjoy significant growth and hiring volumes, for example, autonomous vehicles, augmented and virtual reality, artificial intelligence, and deep learning. To satisfy hiring teams, talent acquisition professionals must find better and more creative ways to reach premier talent and generate their interest for the right opportunity. Can LinkedIn be an excellent recruiting channel to connect the right people with the right roles?

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GlassDoor – HR and Recruiting Statistics for 2016

LinkedIn is a professional network where people connect, exchange ideas and expertise, manage relationships, and look for jobs. There are, however, two essential problems with recruiting on LinkedIn. It takes way too much time to reach the right candidate, and the response rate from people is very low, a lot lower than it used to.

Jason Webster, the current Head of Strategic Accounts Program at Glassdoor and Ex-Co-Founder of Ongig said: “The majority of my industry contacts tell me that their [InMail] response rate is between 10-20 percent. By contrast, colleagues from big-name companies like Google have said that they fetch a response rate of 70 percent using InMail. That seems to be an anomaly compared to the norm” (OnGiG). Why? Do Google recruiters have secret methodology or technology that gives them an unfair advantage? Is the Google brand so attractive in the minds of premier engineers?

No. With simple hacks, I had a 40 percent conversion for engineers currently working at Google and similar big-name companies to apply for jobs with sometimes unknown startups. So the answer must be in the recruiting, not the brand. I’ve cracked the code.

For the past couple of months, I have been recruiting top talent from Google, Apple, Cisco, Yahoo, LinkedIn, and successfully generating interest and applications for placements in early ventures. I achieved 41.3 percent response rate and 36.1 percent acceptance rate with 994 InMails in a month and a half which is 22 times the number of InMails for Recruiter Lite, while spending only $119.95/month for my subscription. What I am about to unveil is a working strategy with proven results to recruit premier candidates, both technical and non-technical, as an educational guide for talent acquisition professionals and hiring managers who compete for top talent with limited resources and limited time.

This LinkedIn sourcing strategy has been proven to work for front-end and back-end junior, iOS and Android, architects, DevOps, data scientists, full-stack, hardware and software engineers to senior engineers to staff engineers to CTOs, both general and highly specialized. It also works well for sales positions like corporate account executives, director-level product managers, junior and senior user experience and user interface designers. This strategy will work for any role except for those so specialized that only a few people in the world could do.

 

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Personal InMail Analytics from 3/11/2016 to 4/29/2016

For a more accurate example beyond my InMail Analytics, I had a month to fill a tough role with a demanding hiring manager for a startup that only wanted to hire Googlers. To add to the challenge, after each of the first four onsite interviews, the hiring team changed the requirements for the role. Counting inbox responses (where responses are measured by those who willingly gave their contact information via LinkedIn message to further discuss the opportunity) confirms a response rate of 35.45 percent (39/110) from Googlers and Google-caliber engineering talent. Of those who responded, 59 percent applied for the position after the initial phone conversation.

Within a month, I had 23 relevant and quality candidates solely from sourcing on LinkedIn (Note that this is a lower bound overall, considering the stringent demands of the role). The hiring manager appreciated the candidates and this sourcing strategy, saying, “Thank you for providing a constant stream of quality candidates week after week.”

Other hiring managers’ experience was similar, with several asking questions like “How do you find so many fantastic candidates?” or “Where do you get these guys?” – because speed and quality matters.

For those not familiar with LinkedIn Recruiter products, Recruiter Lite accounts come with 30 InMails for $119.95/month. One can add 10 InMails for additional $100/month. LinkedIn Recruiter Corporate accounts come with 150 InMails for $899.95/month and for each 10 additional InMails it is $60/month.

How is it possible to send so many InMails without a LinkedIn Recruiter Corporate account and spending over $10,000 each month for InMails? A lot of LinkedIn “Power” Recruiters just connect to the person first and wait for the connection or wait for the email read confirmation or look for a sign of online activity before sending an InMail … a common best practice among Google and other top recruiters. Why? If the person does not want to connect with us in the first place, then the chances that they will respond favorably to a recruiter’s InMail is next to zero, wasting all those expensive InMails credits. According to the LinkedIn 2015 Global Talent Report about 51 percent of people on LinkedIn is somewhat interested or not interested to hear from a recruiter, whereas 43 percent are very interested.

The report also states that “followers [and by deduction your connections] are 81 percent more likely to respond to your InMails than those who do not follow you.” Pro Tip: Create a short post about the opportunity on your LinkedIn before sending invitations to connect.

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It is possible to grow anyone’s LinkedIn from 0 connections to 3,000+ connections under one month without getting restricted by LinkedIn. Be very careful not to come across as a connect spammer. Have a genuine reason to justify the invite to connect with anyone to respect the LinkedIn Community Guidelines. I advise against any automated LinkedIn connection tools. High-volume connection invites should be controlled and limited to at the very most 200-300 invites per day and 3,000-4,000 invitations per month. I have been enjoying about 60 percent acceptance rates. Sending a connection request works as a probing signal to see whether that person is open to communicating or not. Clean up any one-month-old invitations every week in the LinkedIn Connect Hub.

The beginning of all sourcing begins with cleaning up and completing your LinkedIn profile to look and feel like a professional recruiter, or better yet executive search recruiter. Most people connect and respond to executive search recruiters even if they are not executive level yet. Make your profile and profile picture likable. Second, get the Boolean search optimization process down cold. If the Boolean search is a tough nut to crack, use tools that have Boolean search recommendation as a good starting point. Take on a data-driven approach to perfect the Boolean search by testing results and counting the accuracy, experimenting with the Boolean string, re-testing, and optimizing again. Here is an example Boolean string to search for Java Web Application Engineer on Spring/Groovy/Grails that shows 9 out of 10 relevant profiles.

Two pro tips: Bookmark the Boolean search to connect with more people another day. Use current title in the Boolean search to improve the results accuracy significantly. Do not use the default “current or past” parameter because combined with the negative keyword operator “NOT” it does not work as intended. For example, people with founder titles only in the present or only in the past will still show up in the search results. Beware of this small LinkedIn design flaw of not having “current and past” option.

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Augmented LinkedIn Boolean Search Results

While optimizing the Boolean search, you want to get 400 to at most 1,200 search results because LinkedIn results are capped at 10×100 results. Add more restrictions like zipcode-based location with radius or industry or current/past company or negative keywords when there are too many results. Relax restrictions or add relevant keywords if there are not that many results. LinkedIn’s search accuracy is capped by its technology, so no matter how complete the Boolean string is, the search results are never going to be 100 percent accurate.

For this strategy to work, hit at least 80-90 percent accuracy in the search results.Six degrees of separation explains the difference between first, second, and third connection on LinkedIn. Note that LinkedIn always shows first connections in the first couple of pages even though first connections are unselected. To experiment and improve the Boolean search, quickly glance over the first page’s results with second connections, then 10th and 20th-page results, and see if the titles are actually what you are looking for. If everything looks good, make a deeper check and review a couple of profiles randomly. Analytics speed up this whole process with domain expertise, years of experience, and peer ranking directly in the search results. Use negative keyword operator NOT (keyword1 OR keyword2) for not relevant titles or keywords that appear often.

To connect with people, use regular LinkedIn search. To reach out to the frist connections go to “View in Recruiter” from the search results. Under relationship filter apply “Any” to clear out the settings and then select “1st Connections.” The first people who connect are likely going to be active seekers, but after a few days, there will be enough first connections to whom we can send a free InMail.

Pro Tip: Save this search in a project to get notifications on people who just connected and we have not contacted yet. Another Pro tip: free InMails can be sent to second connections who have premium accounts. Review everyone’s profile before sending an InMail to make sure there is a good match. Use tools that augment profiles with further analytics for deeper review. To save time, craft an appealing and straightforward InMail template. Make sure it’s an upfront and killer message that encompasses all points that people care about.

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Jobvite 2015 Job Seeker Nation: Inside the Mind of the Modern Job Seeker

Here is an example of a data-driven title that people appreciate: $180K + Equity + Mountain View, CA + Principal Software Engineer + Full Benefits + VISA Sponsor

This message encompasses all of the decision-making aspects of a job seeker, whether active or passive in the order of importance, and leaves only work life balance, flexibility, culture, and leadership undetermined. People often make the first decision based on their three to four priorities. Get those cleared up with the first message. Individuals who decline giving thanks for reaching out providing a reason like “I am happy where I am” or “just got a job not ready to make a move” etc. 87 percent of people who accept the InMail are interested in discussing the role because it already satisfies their core requirements, which could be salary, could be location, title, benefits, visa sponsorship. There are going to be a couple of people who ask whether the opportunity can be remote because to them working from home is a core priority. Whether they accept or decline, mostly everyone will want to keep in touch with us, because we are approaching talent as a recruiter who is trying to help them find a better job. Some tools can contribute to estimating people’s compensation and avoid awkward messages whenever the current salary is higher than offered.

Start the body of the message with something personalized. Use templates, but personalized the first line(s) of the message. Here are some good introductions – recognize their skill and experience or tell the person that we have shown their profile to one of our colleagues or one of the team members or the hiring manager who liked it. In this way, we will answer the questions that half of job seekers want to hear: “Are they looking for someone like me?”

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CareerBuilder – Rethink the Candidate Experience and Make Better Hires

Crafting message content is the most important determinant of response rate from both premier candidates and passive seekers. It is the difference between 25 percent and 40+ percent positive response rate. Company branding matters. Just like candidate’s first impression matters to the interviewer, so does the company’s first impression in the minds of the candidate matter. What people read and feel from the message about a less-known business matter. Paint a picture of who the candidate would want to be, the best they can be, and how this opportunity will help them achieve it. Find something about our client’s company that we are excited and passionate about. Passion sells and the message should sell, hard. Anything and everything that is exceptional about the company should be briefly mentioned in the message. Is the team made of all Stanford Ph.D. data scientists? Is the CEO a very successful entrepreneur? Is the product meaningful? Does the company’s mission touch our hearts?

Find the reasons why we would want to accept the offer for the presented opportunity ourselves. Keep the message short and sweet, add a little mystery, and leave room for curiosity to do its work. Don’t ask for resumes and don’t give a job application link in the first message. Give people the company name regardless if it’s in stealth or not because it’s something people want to know. If funding is exceptional, mention it. We want to have the best introduction about the company as possible.

If people respond, the next step is to ask for an email to send them more information and schedule the initial phone call. Even though we can find contact information easily, always ask first. Treat people like we would want them to treat us. Among all the spam, the human element and permission-based contact in all our interaction with others are so important. It will set us apart from every bot that just bombards candidates with non-relevant emails, and it sets up the initial call to be a success.

Example message:

My colleagues and I think that you would be a great fit for our role of Principal Software Engineer at XYZ-company, a $15M SEED-funded startup (99% of seed stage startups don’t raise more than $1M) located in Mountain View, CA and founded by very successful serial team of entrepreneurs and gurus in the analytics space. Our CEO was recently featured in Forbes’ 30 under 30: [Link to article without shortening]

$180K + Equity + Mountain View, CA + Principal Software Engineer + Full Benefits + VISA Sponsor

Take care,

Ninh Tran

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LinkedIn 2016 Guide to Modern Recruiter v2.0

Finally, remember that the whole process matters. We must have a solid #recruiting strategy and #hiring process. From the moment when we make contact with the initial message to the moment when the candidate gets an offer, through onboarding and beyond, treat the candidate as a person, with honesty and decency. Answer their questions, give constructive feedback, and follow up, and you will create a lasting relationship that goes beyond any one role.

If you enjoyed or found this article useful please like and share. Let me know your thoughts in the comments below.

Hiretual – Your Recruiting Assistant.

 

Text Recruitment? It’s Here. Helpful Tips.

November 30th, 2016

Mobile recruiting is a remarkable opportunity for recruiters and employers to engage and stay connected.  It affects the application process, enhances interaction, communication, and source talent. Your strategy should embrace a multi-device approach so that the process is optimized for candidates and users.

Phones and text messaging go together and develop a plan that is critical to targeting untapped candidates; differentiating you from others. Reasons you need to implement texting in recruitment policies include:

A personalized approach to hiring

Millenials find texting the preferred method of communication, and that includes business correspondence. Most candidates prefer texting because it lets recruiters and clients respond as soon as they receive a message. A well-crafted text message adds a personal touch to a recruitment strategy. A professional, targeted text conveys a genuine interest that are lacking in most mass emails they receive. The messages should be professional and to the point, and provide a simple way for a follow-up.

Quicker and more effective

Few people read their emails frequently as compared to using text messages. Text messages have a higher open rate and are often read within three minutes of receiving them. This is why several recruiters who have executed texting in their recruitment discovered that using texting speeds up the process significantly.

Use Speed to Your Advantage

Text alerts on phones are ubiquitous; you don’t have to wait for ages for a candidate to text you back.  To benefit from this speed, you’ll have to reciprocate.  Respond to texts immediately, and candidates will probably return the favor.  Texting is an unobtrusive choice to correspond with candidates who would be unable to respond and get them to do so faster.

An opportunity for seamless follow-up

Most people phones as their primary way to access the Web. This permits recruiters to incorporate texting into a smooth change from initial communication to finished application and progression in the staffing process. Most phone users are already comfortable with the mobile web. If you provide a secure mobile recruiting experience, you have a better opportunity of hiring more applicants.  Your emails should be short and easy to type.  Once your candidate receives a text, he or she can act immediately to respond and go ahead with the recruitment process if the text has a link to the email or website.

Make Your Opener Catchy

Craft a compelling text message to draw attention. Your text will come up with a random phone number, introduce yourself, be human, and announce the job as quickly as possible. Leave your email contact info at the end. Don’t let the text look like spam.

Before you start texting candidates, ensure rules are followed.  If you are sure of what you are doing, texting a candidate is one of the quickest and most efficient ways to get a candidate to apply. Most recruiters have resorted to texting to contact candidates. A bad texting campaign is like an invasion of privacy and gives a bad reputation.   Millennials usually have their phone on or near them. Recruiters want to approach them through their phones, with the same notification structures they use for contact with friends. Texting candidates is a powerful tool, only if properly executed.

More Placements With Splits : Here’s How

November 8th, 2016

For a limited time, get unlimited split placements and resume database on FeeTrader for only $299 for a calendar year! If already a member, login here or if not, register here.

Most recruiters I know, the majority of whom work for agencies, have a long standing stigma against the idea of “splits”. The split seems to carry with it the idea of concession. Concession of control, ability, success, status, revenue, etc.  These are all very valid points given the very simple fact that, when you engage in a split placement, you lose half of your revenue. A recruiter’s best case scenario is to bring in their own business, fill it themselves and take whatever cut they are entitled to based off of 100% of the revenue generated…we all know this. While I agree that splits can hurt in one scenario, if you work a split-fee network the right way, you can greatly increase your revenue with very little extra effort. Closing the door on splits will cost you easy money.

How to leverage a split-fee network into more placements and higher revenues: 

1) Use a split-fee network to market and place your “leftover” candidates

This is the single most glaring reason to partake in splits. For some recruiters it will be the only reason. Every recruiter who says “I don’t do splits” cannot be thinking of this application when they make that statement. Why wouldn’t you? Even the best, most efficient, niche oriented recruiters create a tremendous amount of leftover candidates. It’s just the nature of the beast. You recruit for a job, fill it with one person and can have dozens of great candidates leftover. There are always more “leftover” candidates than any recruiter can place. Most of the time those candidates fade into the recruiting abyss. Since you have done all the work, get those (encrypted) profiles posted to a split-fee network so recruiters from across the country can review them. Someone, somewhere is going to place a candidate you have sourced…with, or without you. Why not toss a bunch of lines in the water with bait you’ve already cut and let someone else come along and do some work for you? It is a great way to attract some residual value with little effort from candidates you would otherwise toss in the “I’ll get back to someday” file.

2) It’s not necessary to offer all of your jobs for splits (such as your niche job orders)

First and foremost, you should try and make your own placements and get credit for 100% of the revenue generated. Some of you will never use a split-fee situation to make any placements with your clients. Good for you…seriously!  However, you will still have leftover candidates from your search.  A split network can help you place them.

3) Use a split-fee network if an established client comes to you with a req you typically wouldn’t work

Plenty of times during my recruiting career (IT specific) I would have clients come to me with reqs outside of IT. Two things would happen here: either I would respectfully decline…or, I would spend time spinning my wheels trying to generate candidates for a space I was not familiar with. Both cases we not particularly beneficial to revenue production. Working with a split-fee network can allow you to effectively leverage other people’s specialties to drive delivery. It’s a winning situation.

4) Use a split-fee network if you are bringing in more business that your recruiting team can handle

If you don’t have the working capital to support additional headcount, split networks are a great way to engage a scalable recruiting force for your company. As needs ebb and flow, you can engage recruiters via splits to help satisfy your requirements list. Once you are ready to bring on a new person, scale back your use of splits. Do the math though. Figure out what an internal recruiter will cost you after salary, payroll tax, commission, benefits, time, etc… and be sure you are not paying more to a full time hire than a split relationship would cost you!

5) Use a split-fee network if you have no sales function

No sales force? Just want to recruit? Jump on a split-network and start building relationships with the recruiters who are positing jobs. These are recruiters who are looking for recruiter help! The split-fee network has now become your sales force. Foster a few good relationships and your off to the races.

For a limited time, get unlimited split placements and resume database on FeeTrader for only $299 for a calendar year! If already a member, login here or if not, register here.

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Free Webinar – How To Build A Recruiting Business (or side biz) With Splits http://bit.ly/RDgSq3

Put the Right Person in the Right Seat

November 1st, 2016

Tips to Identify and Leverage Strengths

I work with companies across the U.S. helping to grow and develop individuals and teams. What I find fascinating in my line of work is that most business owners and executives have a very limited understanding of their own strengths and/or the strengths of others within their organization. And they have even less of an understanding of what those skills mean and how to embrace them. We are inundated by articles, reports and experts telling us that human talent is critical for business success. So why the lack of understanding and focus on our own talents and those of our co-workers, employees or partners? One reason is that we often shy away from taking a hard look at ourselves. It’s time-consuming, challenging and often downright daunting. It’s also hard to be objective in assessing talent – our own or the strengths or deficiencies of others. I often find that my clients get woo’ed by the resume or personality and miss uncovering key information, which is why it’s critical to have an unbiased, solid understanding of our own skills and strengths and what we’re looking for in others. This is important not only for the hiring process but for building retention, solidifying key leadership and driving culture.

The strengths assessment process is an ideal way to identify each individual’s talents and how to best leverage those talents. This allows for a new teamwork structure that optimizes individual talent, creates efficiencies and increases accountability. Think of it as a SWOT analysis on your most valuable resource – your people.

I can think of many hiring casualties where mis-hires cost the company severely in terms of productivity, team dynamics and revenue loss. Here are a few quick tips and illustrations on the effectiveness of identifying and leveraging strengths.

1. Identify pros and cons. It’s important to know what strength(s) is needed for a particular job and why. It’s never a one-size fits all approach. Some jobs require a collaborator while others require a leader who can give direction under pressure. Know what’s needed now, what’s worked in the past and what hasn’t.

Example: I have a client who runs a small business with 40 employees. She embraces a very collaborative-style of leadership and employs a very young, female-heavy staff who needs a lot of direction. During the hiring process for a new office manager, I advised her to look for someone more directive to help her with situations where employees needed guidance. The balance between the owner and the new office manager worked because their styles complimented one another and allowed for both collaboration and leadership.

2. Don’t force it. It’s important to identify and understand the strengths AND gap areas of the existing team. Companies often hire for a specific need or resume item but sometimes an individual will not fit in with an existing organizational structure or team dynamic until change occurs.

Example: I was asked to coach a mid-career hire at a company that was looking to shake things up. This particular individual was a risk-taker and displayed a great amount of innovative. The problem was that the new hire was a big-picture thinker and not a practical, action-oriented individual. He did not fit into the company’s existing culture that was all about efficiency and bottom line. Although they hired him for a great resume and the fact that he brought in the new skill they wanted, the existing corporate culture was still in place and this made it impossible for the company to adapt to his style and leverage the unique skills he brought to the table.

3. Look ahead. It’s important to know where your business or organization is headed. Times change and the profile of your employees or team members will also change. For instance, in a growth mode, it may be important to put a management or sales team in place that is progressive and has the foresight and ability to create opportunities to expand the business.

Example: I worked with a company who wanted to move to a more consultative approach to stay competitive in their industry — and this meant having their sales people relate to the customers as “advisors”. They were ready to invest a lot of money in training to retool their existing sales force. They quickly realized that training/retooling their existing workforce would not work with the employees they currently had in place. In the end, they recognized the need to hire a new team who naturally had the advisor skill set they were seeking.

Understanding the current talent mix and strengths of your organization and hiring for specific strengths AND compatibility are essential keys to enhancing corporate culture and reaching growth and/or profitability objectives. As Jim Collins wrote in Good to Great, “Having the right person in the right seat on the bus matters.”

Mary Kaiser is the founder of Start with Strengths, a Colorado-based professional consulting and coaching firm. Her experience includes over 25 years of growing leaders and teams for businesses across the country. Reach her at mary@startwithstrengths.com or connect at www.startwithstrengths.com.

 

Five Reasons to Use Text Recruitment in Hiring

July 1st, 2016

Mobile recruiting is a remarkable opportunity for employers to engage and stay connected.  It affects the application process, enhances interaction, communication, and source talent. Your strategy should embrace a multi-device approach so that the process is optimized for candidates and users.

Phones and text messaging go together and develop a plan that is critical to targeting untapped candidates; differentiating you from others. Reasons you need to implement texting in recruitment policies include:

A personalized approach to hiring

Millenials find texting the preferred method of communication, and that includes business correspondence. Most candidates prefer texting because it lets recruiters and clients respond as soon as they receive a message. A well-crafted text message adds a personal touch to a recruitment strategy. A professional, targeted text conveys a genuine interest that are lacking in most mass emails they receive. The messages should be professional and to the point, and provide a simple way for a follow-up.

Quicker and more effective

Few people read their emails frequently as compared to using text messages. Text messages have a higher open rate and are often read within three minutes of receiving them. This is why several recruiters who have executed texting in their recruitment discovered that using texting speeds up the process significantly.

Use Speed to Your Advantage

Text alerts on phones are ubiquitous; you don’t have to wait for ages for a candidate to text you back.  To benefit from this speed, you’ll have to reciprocate.  Respond to texts immediately, and candidates will probably return the favor.  Texting is an unobtrusive choice to correspond with candidates who would be unable to respond and get them to do so faster.

An opportunity for seamless follow-up

Most people use phones as their primary way to access the Web. This permits recruiters to incorporate texting into a smooth change from initial communication to finished application and progression in the staffing process. Most phone users are already comfortable with the mobile web. If you provide a secure mobile recruiting experience, you have a better opportunity of hiring more applicants.  Your emails should be short and easy to type.  Once your candidate receives a text, he or she can act immediately to respond and go ahead with the recruitment process if the text has a link to the email or website.

Make Your Opener Catchy

Craft a compelling text message to draw attention. Your text will come up with a random phone number, introduce yourself, be human, and announce the job as quickly as possible. Leave your email contact info at the end. Don’t let the text look like spam.

Before you start texting candidates, ensure rules are followed.  If you are sure of what you are doing, texting a candidate is one of the quickest and most efficient ways to get a candidate to apply. Most recruiters have resorted to texting to contact candidates. A bad texting campaign is like an invasion of privacy and gives a bad reputation.   Millennials always have their phone on or near them. Recruiters want to approach them through their phones, with the same notification structures they use for contact with friends. Texting candidates is a powerful tool, only if properly capitalized on.