Archive for 2015

Are Candidate Pipelines More Like a Pipe Dream?

Sunday, November 22nd, 2015

If you’ve been in recruiting for any period of time you’ve probably heard about the benefits of building a candidate pipeline.  However, it seems that given all of the virtues associated with a strong pipeline, the benefits never materialize.

The concept is solid in theory – create a list of prospective candidates that you can tap into when new roles open up.  Sounds great, right?  Who wouldn’t want to have a list of prospective candidates at their fingertips?!  The reality is that you already have this list.  You likely just lack the appropriate process and mechanism to nurture the contacts into leads and, ultimately, into hires.


Exelare & FeeTrader Integrate Recruiting Platforms!

Wednesday, November 4th, 2015

Exelare ATS/CRM users can now seamlessly post their jobs to FeeTrader’s job board distribution and/or 6,500 member split-fee network.

Denver, Colorado

Dallas-based ATS/CRM provider for staffing firms Exelare and Denver-based job board and split-fee network announce their integration allowing users seamless use of both platforms. Exelare users can elect to cross post jobs from their Exelare accounts to also appear on FeeTrader’s job board and/or split-fee network. FeeTrader’s job board reposts the jobs automatically to over 30 major job sites and social media for vast exposure.

Both services host over 5,000 recruiter users each and are driven to provide them with more efficiency and options to get their “jobs filled fast”, FeeTrader’s tagline. Exelare is building the most advanced CRM/ATS on the market, a web-based and cross-browser compatible software for Recruiters, Sourcers, Team Managers & Administrators. Exelare enables recruiting teams of all sizes to thrive in the ultra competitive world of talent acquisition.

Director of Business Development with Exelare, Bryan Wilson, states “Exelare is always looking for ways to help our recruiting clients make more placements. When we found FeeTrader, we immediately recognized how valuable of a service they had created. It really was a no brainer to integrate with them. With little to no extra effort, recruiters can now streamline the placement process. Less time spent, more money made. What’s not to love!”

FeeTrader Co-Founder, Scott Croasdale, comments on the new integration: “We’ve considered many ATS/CRM providers and, through thorough research and speaking with users, have deemed Exelare to be the highest quality fit for FeeTrader’s user base. Coupled with FeeTrader’s industry leading job posting, split-fee network and job order leads platform, Exelare users can significantly increase their edge with enhanced candidate flow and business opportunities while FeeTrader users will benefit from Exelare’s acclaimed features.”

FeeTrader Partner, Dan Gusmerotti, speaks further on the integration, “Job posting is an integral part of any recruiting business. Organic search only reaches one part of the market. FeeTrader’s ability to seamlessly allow Exelare users access to cost effective sponsored job ads with one click enhances their ability to make more placements. We are very excited to partner with a recruiting platform as sophisticated as Exelare and about what this partnership offers both parties’ users.”


Denver-based provides a revolutionary recruiting platform designed to increase efficiencies and “fill jobs fast”. Their services include job posting (automatically appearing on over 30 major job boards and social media), a 6,500 member split-fee network and access to direct client fee-paying job orders. For more information, visit Contact:
Scott Croasdale, Partner/Co-Founder
(303) 867-0162

About Exelare

Exelare is the next generation recruiting & sourcing platform from cBizSoft. Fully web-based and cross-browser compatible, Exelare is set to completely change the way recruiting teams work in the 21st century. Exelare’s powerful features for Recruiters, Sourcers, Team Managers & Administrators enables recruiting teams of all sizes to thrive in the ultra competitive world of talent acquisition.

Exelare Contact:
Bryan Wilson, Director of Business Development


Setting up FeeTrader Integration with Exelare:


How To Post Jobs That Attract Candidates

Sunday, November 1st, 2015

I’m not going to lie.  I enjoyed having a name like Microsoft behind the jobs I recruit for.  That, in and of itself, is great for getting people’s attention and even driving passive candidates to our career website to apply.

However, not every recruiter out there hires people for Microsoft or Facebook or Apple.  I’m guessing a lot of you work for small companies and even startups who are just trying to make a name for themselves.  Which, the fastest way to do this is to hire super motivated, super smart people.  Notice I mentioned motivated above smart (that’s a whole other topic).

Before I get off-topic, I’ll try to finish this thought….

A lot of times I think recruiters and hiring managers think of job descriptions and titles as an after-thought or just something we have to do before we can start hunting for candidates.  However, if you take the time to formulate an attractive job description and title you can save yourself a TON of time on the back-end by actually attracting the targeted talent you are looking for versus the time-consuming task of sourcing through sources like job boards and LinkedIn.

Your job description is an ad.  Nothing more, nothing less.  Your title is the first thing that prospects see.  You NEED to get their attention.  As a recruiter, you need to look at this as your advertising, your hook that is going to peak the right person’s interest and then move them to apply.

The first paragraph of the job description should get to the point and tell the prospect why they should apply; why your company, this group and this job is a great opportunity for them to further their career.

If you don’t nail this first paragraph, they’ll probably move on.  Its like any other form of internet collateral.  You have 10 seconds or less to make your point and get them to either read more or move to the next desired step.

Another topic that I will discuss in more depth in another post is making sure that you can collect, analyze and measure the data around your postings.  You should have an analytics system of some kind built into the page/site that hosts your job descriptions.  It is important for you to know what is going on with that posting besides just how many applicants you receive.  You can make much better decisions about the effectiveness of your posting when you know how many times it has been viewed and measure that against applicants to begin to establish a benchmark for measuring the future success of your job postings.

Honestly, I’m tired of hearing people talk about all of the tricks to boolean searches and internet sourcing.  That’s time consuming.  Attract the right talent from the beginning and save yourself and your organization some time.  In this economy, individual recruiters are now handling the workload of 2-3 recruiters so it’s important that you work smarter, not harder.  Approach your recruiting strategy with a marketing strategy and it will pay off in the long run. – Travis Scott

Recruiting – Phone vs Email

Monday, October 26th, 2015

It is one of the clichés of classic movie comedies: Whenever there are multiple telephones in someone’s office, eventually they will all ring at the same time, causing massive frustration for the office’s occupant. Of course, we don’t have that problem today—it’s just your cell phone that keeps buzzing with e-mails, texts, Facebook notifications and tweets! It’s important for recruiters to stay on top of the latest technology, but it’s equally important to remember the most basic of all communication devices, the telephone.

To understand why the phone is still a necessary component in recruiting, we need to realize the phone’s best virtue. Of all the communication methods mentioned above, the telephone alone allows simultaneous two-way communication. There is simply no substitute for conversation. It is the easiest way to build rapport and develop a relationship. The intimacy and flexibility of a phone conversation allows us to use a wide range of emotional degrees, all through changes in voice timbre. The voice timbres we hear on the other end of the line can help us discern how our ideas are being received, and allow us to make changes when necessary to keep the other party with us. And no matter how quickly you can send off a series of e-mail exchanges, there’s no quicker way for two parties to arrive at a mutual decision than by talking on the phone.

Of course, we all learned to speak before we learned to write. Every day, we speak many more words than we write. Consequently, the quality of our writing suffers in comparison to our speech. Unless you make part of your living as a writer, you’re not likely to examine every sentence you write for clarity. This is precisely why e-mail communication can be a problem. It is very easy for an e-mail message to be misunderstood. An incorrectly placed word or a poorly-worded sentence can cause the recipient to not get the proper meaning, or misunderstand your concept. In the worst case, it can be a deal breaker; in the best case, it leads to more e-mails trying to clarify the original one. And in the end, you might have to call the person anyway just to explain the point!

Finally, don’t forget the extra benefits you can get with a phone conversation. If there are lingering questions about a candidate’s experience or qualifications, you can get an immediate reaction by phone. Need referrals (and who doesn’t)? Ask during your phone call. It’s usually more convenient for the recipient to give referrals to you over the phone than trying to remember to tack them on to an e-mail. And unless you get a voicemail, you’ll get instant answers to your questions and concerns rather than waiting for a reply.

So remember your old friend, the telephone, and make those deals in the most efficient way possible! Happy hunting!

Recruiters: Save Time and Get More From Your Social Networks

Monday, October 19th, 2015

By Travis Scott

The key to using social media effectively in recruiting is to know your target audience and be active in both your posts and responses to other users.

It can be a huge time saver to use programs like HootSuite, Buffer or HubSpot that allow you to post content to all of your social platforms from one place.  However, not all social networks are created equal.  Understanding how each one works is also important maximizing your efforts.


Four Ways To Recruit On Facebook

Monday, May 25th, 2015

The other night, a friend of mine quipped “Facebook is like your refrigerator. You know nothing’s changed, but you still look inside every 15 minutes”. Millions of people visit the site several times a day, and amidst the usual trivial conversations, the site has become a place where breaking news appears quickly and (usually) accurately. As Facebook has grown, many recruiters have sought ways to harvest employees from the site. We’ve all heard about encouraging our present employees to advertise job openings among their friends, but let’s go beyond that level and concentrate on how to make the best use of this tremendous resource. Fair warning: we’ll offer four ways to use Facebook for recruiting and three of them will cost you money.

One of the easiest ways for a business to use Facebook is to start a fan page. It is a good idea for the HR or recruiting department to have a separate Facebook page from products and services. This allows you to find a focused audience that has a genuine interest in working for your company. You can offer connecting links on each page, so that misdirected readers can find you. Once you have the page set up, it’s important to engage your audience. Consider that readers who “like” your page may do so out of courtesy or reflex, and never visit the page again. However, if you engage your readers with open-ended questions that encourage responses, they become an active part of the conversation. This can get them excited about your site and should encourage them to come back. The number of people engaged in conversation on your Facebook page is the source of those mysterious “people talking about this” numbers that you’ll see on your page. Facebook is moving toward these kinds of active stats, and to keep on top of these numbers and keep the conversations going on your page, you’ll need a social media person on staff. If you haven’t hired that person, it might be time to do so.

Another option is Facebook advertising. This comes in two options, one free and one paid. Marketplace is the free option and it works in the same way as Craigslist. You can post jobs for free and they end up in a long list of positions that readers must filter and scroll through. As you can imagine, it’s not terribly effective, especially when there are other options available. Facebook ads have a greater (and more focused) reach, and you can budget how much you want to spend per day, and fine-tune your projected audience. The ad setup is quite intuitive, but it is important to know your projected demographics in depth, as the sub-categories go into fine detail. Beware of targeting a Facebook job ad to a particular gender, as such practices run counter to the EEOC laws.

In the past year, the company BranchOut has partnered with Facebook for the specific design of employment recruiting. BranchOut’s application, which works only within Facebook, allows users to connect with Facebook friends, and friends of their friends for finding new jobs and careers., BranchOut offers their services to recruiters for about $300 per month per seat, which is about half of LinkedIn’s price. Jobs can be posted for $49 each or a group of 10 for $39 each. The application presently has over 25 million users and about 3 million posted jobs. In comparison, LinkedIn has about 150 million users, but BranchOut’s association with Facebook means that their numbers grow as the social network’s members reply to (rather persistent) invitations to join BranchOut.

Facebook offers many opportunities for recruiters. Whether you advertise, create a fan page, use BranchOut, or do all of the above, the resources of the world’s largest social network can help you find the right people for your open positions. When you have business through Facebook, it makes more sense to check it every 15 minutes.

How To Access Free Resumes On Google

Monday, May 11th, 2015

In some prior articles we have focused on advanced Boolean techniques using Google and Bing and I thought it would be a good idea to bring it back a notch and cover some of the basics of using search engines to source resumes, as well as throw in a few tips and tricks I have learned along the way.

In this article, I am going to focus on using Google and will save Bing for another time, since it has its own nuances.  FeeTrader also has FT Searcher, an easy to use resume searching tool, within all Recruiter and Employer accounts.  After entering search keywords, FT Searcher expertly organizes your keywords utilizing advanced web search-string methodology to search Google, LinkedIn and Craigslist.

First of all, I think to fully utilize the capabilities of search engines, you first must understand the basic dynamics of web pages, how they are structured and how search engines like Google search within the structure of the website in order to bring up the most relevant search results.

Let’s use the Wall Street Journal’s home page as an example.  Below I have included a screenshot and have highlighted a couple important aspects of this site that is consistent with all sites.  We will use these features to make our Boolean search strings more targeted.

Website Structure

The two things I have pointed out in the image above are what is referred to as the Title Tag and URL of the website.  With most websites, these two things are usually pretty specific with regard to briefly describing the content of a particular page within a website.  When it comes to resumes, most people will add the word “resume” in either the title tag or URL, so that is what we want to focus on first in our search string so we can ensure that most of the results we see are resumes.  So now we just have to tell Google that we only want to see links to webpages that have the term “resume” in either the URL or the title tag.  To do this you will use the following Boolean search:

(inurl:resume OR intitle:resume)

You can also alternatively use CV or “curriculum vitae” in addition to the term resume.

One thing to note, is that a lot of job boards and other related websites also use the term “resume” in their title tags and URLs.  So how can we eliminate these false positive results?  We can do this by adding negative keywords to our search; words such as “free” or job or jobs might help eliminate unrelated search results.

Here’s an example of how I would begin a search for a SQL DBA in the Seattle area:

(inurl:resume OR intitle:resume) SQL (DBA OR “database administrator”) Seattle -free -job –jobs

This turned up 3,950 results and we still received a few false positives.  The next step would be to either add more job-specific terms such as “manage” or “SQL server”, etc.  or to narrow our search by location.  Since, using the term “Seattle” limits our result to only results that have the word Seattle in them.  We also want people in the surrounding areas such as Redmond, Bellevue and Issaquah.

To do this, I have found a couple of websites that can help us use zip codes and, if we wanted, area codes.  The only problem with area codes is the fact that a lot of people use their cell number and will often have a number with an area code that is not specific to our target location.

Here are links to those sites:

–          Area Codes

–          Zip Codes

Unfortunately, the page with the zip code radius does not include a link directly to this page so you have to click “Other Applications” and then, from the drop down, select “Zip Codes in a Circle.”

In my example, I want to find zip codes that are within a 20-mile radius of Redmond, WA.  I simply enter the zip code for Redmond (98053) and then 20 for the radius.  I will then be given the results in numerical order.  This is very important as we will use the smallest number and the largest number for our search string.  My results included 98004 to 98101.  Google uses “…” as an operator for a range of numbers, therefore, by adding 98004…98101 Google will now show results that have any number between the two I have provided.

Now, when I use the following search string I only have 6 results.  That’s not a lot, but at least it’s a better place to start than 3,950!

(inurl:resume OR intitle:resume) SQL (DBA OR “database administrator”) 98004…98101 -free -job –jobs

In summary, search engines are a great resource for sourcing candidates and there are a number of different techniques that can be used to extract different sets of results.  The key is knowing how to get the most targeted search results using a variety of tips and tricks that exist.

Happy hunting! Travis Scott

Successful Video Interviewing

Sunday, May 3rd, 2015

One of my favorite pastimes is to watch old movies and TV shows to see how they predicted the future. I’m still waiting delivery of the personal robot and jet packs that we were all promised, but from the silly (The Jetsons) to the dramatic (Star Trek) to the profound (2001: A Space Odyssey), one thing that was predicted correctly was our use of video for conversations. Here we are, like George Jetson, Captain Kirk and the 2001 astronauts, using our video cameras and computer technology to communicate with people down the street or on the other side of the world. Recruiters have picked up on this technology to lessen their costs and increase their productivity.

So if you’re just getting started, what’s the best platform to use? For basic usage, Skype and Facetime seem to be the best options. Facetime has become quite popular, but it should be noted that it only works with Apple products. It may seem like everyone has an iPhone or an iPad, but that’s not the case. If you have those products, Facetime is pre-loaded, so you don’t have to worry about downloading software. Skype is now owned by Microsoft, and there are free versions for both PC and Mac applications. Thus, it retains wider usage and availability. Of course, if you want more bells and whistles, all you have to do is Google “video interview platform” and you’ll find plenty of companies dying to sell you their video conferencing packages.

Once you’ve settled on the platforms, the actual task of video interviewing is not that different from in-person interviewing. Yet, there are some elements to remember. First of all, we’re dealing with technology, which means things can go wrong. So, testing the equipment before every interview is an important detail. It’s like the old mantra: count on getting a flat tire on the way to work, and if it doesn’t happen, you’re just there a little early. All of the major platforms allow you to do test runs and let you see what you look like on camera. Assume that the candidate is also doing a test run, but be prepared to make adjustments once you’re both online.

Video interviews can give you great insights on a candidate’s appearance and body language, but keep in mind that the camera and microphone can pick up things that we generally ignore. For example, many coaching sites tell candidates to pick a professional looking atmosphere to place the camera. You should do the same. Keep in mind that white backgrounds can make you look flat, and will create hard shadows. Keep the sun at your back, but never frame against a window as the camera will be unable to discern the light and shadow combination and will put you in silhouette. If you’re looking for eye contact, remember that you must look into the camera, not the screen. Further, as many movie stars have learned, one should train oneself to look at the camera with their downstage eye to avoid looking cross-eyed on camera.  However, the biggest problem can be the microphone, which is usually sensitive enough to pick up all sorts of little noises. The simple act of shuffling papers can sound like a torrential windstorm, and you probably have more paper on your desk than the candidate.

If prepared and conducted correctly, a video interview can save your company the cost of flying a candidate in for an interview, and can help you decide if a candidate is ready to hire or eligible for a further interview.

Gotta go—the mailman’s at my door. Maybe he’s delivering my robot…Thomas Cunniffe

Recruiters – How To Handle Counter Offers

Tuesday, April 14th, 2015

It is a scenario that repeats itself with unending regularity: You, the recruiter, have found the perfect candidate, the client makes a generous offer, and then the candidate informs you that he has received a counter-offer from his current employer. Consider what has actually happened: the current employer, realizing that one of their employees is on the verge of departing, has gone into panic mode, and they offer more money to “keep them onboard”. Well, even if you didn’t warn your perfect candidate of this possibility, there’s no reason for you to go into panic mode. Why? Simple. It’s not just about the money!

For whatever reason, the candidate agreed to talk to you and pursue a career change despite having a current position. So it follows that your candidate has a mental list of all the things at his current job that drive him crazy. Those reasons, usually unrelated to the financial rewards, will play a part in the candidate’s eventual decision. However, the promise of a large amount of money can cloud his judgment. So it’s important to remind your candidate that the extra dollars or change in title will not change the company’s faulty business model, improve the sagging office morale, eradicate the office politics nor rid him of annoying co-workers. In fact, those problems are likely to get worse if your candidate accepts the counter-offer.

Betrayal is one of the deepest ways we humans can hurt each other. It has a devastating effect on personal and work relationships. Regardless of intent, the employee who looks for another job is considered a betrayer. Betrayal breeds mistrust. Should the employee accept the counter-offer and stay with his current employer, he will be suspect any time he takes a day off. No matter how legitimate the reason or illness, the employer will assume that the employee is out looking for another job. Because the employee has “shown his cards”, he is likely to be passed over for promotions and more likely to be first on the chopping block when layoffs occur. Statistics show that most employees that accept a counter-offer end up leaving the company within three years, either through being laid off, or because the other aspects of the job made life at work unbearable, even with the extra money.

It is important to take great care in explaining these scenarios to your candidate. There is an inevitable risk that the candidate will feel trapped, or worse, sympathetic to their current employer. So use the sales technique of reinforcing the decision. Counter the scenarios of what could (and usually does) happen at the old job with the benefits of the new job. Certainly, there are the possibilities of new experiences and new co-workers with a new position, but use your knowledge of the new company to explain and reinforce the other benefits of the job (whatever they may be). Build your argument on the simple equation of old job vs. new job and leave yourself out of it. The only part that you can play is to convince the candidate that you have their best interests at heart, and that rejecting the counter-offer is the only wise move considering the aforementioned risks.