Archive for March, 2016

Most attractive job titles, passive candidates, and how to have a serious relationship with your candidate.

Comments Off on Most attractive job titles, passive candidates, and how to have a serious relationship with your candidate.Written on March 30th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about the most attractive job titles, passive candidates, and how to tell if your candidate is serious about working with you.  Remember, if you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

Swipe Right - The Most Attractive Job Titles According to Tinder:  Tinder—the wildly popular dating app—rolled out the ability to add job titles and education to user profiles last November, layering another data point onto their algorithm to help serve up potential love matches to subscribers. Well, the initial results are in, and Tinder has released a list of the jobs that users are swiping right on (aka expressing interest in) most often....Read more...

Fools Gold....Passive Candidates:  “Passive recruiting” has been a buzzword in the Talent Acquisition world for as long as I’ve been in the industry. Not only is it described as the gold standard of a “strategic” Recruiting team, but “passive recruiting” started appearing as a job requirement for positions outside of the Human Resources organization. It’s a term with caché, baby.

Which begs the question… why?  Read more....

How to Tell If your Job Candidate is Only Looking for a Fling:  Sticking with my relationship theme, I was recently meeting with my recruiting team and we were lamenting about how sometimes you put in so much time to recruit a potential employee and then poof—they’re gone. Why? Because they never had any intention of actually joining your organization. You were just the on the side, a shiny and new fling. And you know what? Nobody really wants to be the fling, but if you’re a recruiter time is money and the more time you waste on a fling… well you get it. It ain’t good.  So here’s my quick and dirty guide to avoid being the fling (unless, of course, you want to be the fling in which case you should stop reading right now).  Read more....

“All growth depends upon activity. There is no development physically or intellectually without effort, and effort means work.”  - Calvin Coolidge

Recruiting by Text, Hiring Achievers, and Measuring your Recruiting Team’s Effectiveness

Comments Off on Recruiting by Text, Hiring Achievers, and Measuring your Recruiting Team’s EffectivenessWritten on March 28th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about text campaigns, hiring achievers, and measuring the effectiveness of your recruiting team. Remember, if you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

Recruiters Turn to Text Campaigns to Acquire Talent: As a recruiter, you've tried the job boards and you've purchased some email campaigns, but you're still not getting the volume of response you need to fill those open jobs. Now might be the time to consider adding text messaging as a new platform to complement your existing arsenal of recruitment-advertising channels.

Text messaging is rapidly becoming an integral part of the recruitment process. A growing number of HR departments and recruiters see this means of communicating with potential job candidates as a successful channel for acquiring and onboarding new talent. Read more...

Want to Hire Achievers?  Avoid this Personality Type:  We have now entered the time of year when most NFL teams’ seasons have ended and coaches are getting fired and hired. I couldn’t help but think, about how public this job search process is for them. True, it’s on a level that most of us will never encounter as these people’s successes and failures are analyzed to death week after week on ESPN, but it got me thinking—in the real world, if you knew someone’s failures at work so intimately, would you want him on your team, let alone running it?  Read more...

How to Measure Effectiveness of your Recruiting Team:  Between the new applicant tracking system you’ve purchased to augment the best facets of your recruitment department and the sourcing platform that has brought you some of the best talent you’ve seen in years, you can’t help but think there’s still something missing. Can you think of what that might be? You guessed it, your recruiters. The team consists of some pretty talented individuals, skilled in the art of human interaction, but at the end of the day the numbers still just don’t match up. Luckily, there’s a tool - wait, scratch that, there’s a measurable solution - for that. Read more...

“Don’t wish it were easier. Wish you were better.”  - Jim Rohn

Hiring, Analytics and Turnover….Solutions in a Viscous Cycle

Comments Off on Hiring, Analytics and Turnover….Solutions in a Viscous CycleWritten on March 25th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about hiring, analytics and turnover.  Remember, if you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

The Power Problem of Hiring:  Top talent who can’t get an employer to respond or act quickly will go somewhere else. Hiring managers who can’t get their internal people to fill an open job quickly will look outside the system. Staffing agencies and recruitment firms who can’t get their customers to promptly reply to candidate submissions will shop talent to other customers.  Read more...

A Note To Recruiting Leaders - Reporting is Not Analytics:  There’s a lot of talk currently about the use of analytics in recruiting. Unfortunately, in my experience many talent acquisition leaders seem to be confusing analytics with reporting and metrics.

Reporting is not the same as analytics. Dashboards, visualizations, and reports that are thicker than War and Peace are fine, but they are focused on the past, fail to answer why something is happening, and are one-dimensional in comparison to the insights offered through analytics.  Read more...

Getting Managers to Take Action on Turnover:  Turnover rates are reaching record levels at many firms. But many managers aren’t paying much attention to turnover because, in the corporate world, most turnover reports are barely scanned. And even when they are read, the way that most turnover numbers are presented simply don’t drive managers to act. And that’s a huge problem because the fundamental reason why you provide turnover metrics is to get managers to proactively act to rectify their biggest turnover problems.

It’s a mistake to simply rely on one-dimensional raw numbers and data charts to drive action on turnover. A much superior approach is to use what are known as heat maps to make the most severe areas of turnover visually easy to spot and then by also quantifying the impact of the turnover in dollars (because money is what managers really care the most about).  Read more...

“Nobody’s a natural. You work hard to get good and then work to get better. It’s hard to stay on top.”  - Paul Coffey

Behavioral Interviewing and Hiring Strategy

Comments Off on Behavioral Interviewing and Hiring StrategyWritten on March 23rd, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about hiring today and behavioral interviewing.  Remember, if you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

How to Build Custom Behavioral Interview Questions: Most behavioral interview questions are not questions at all. They are statements designed to get a candidate to reveal information in a job interview.

Behavioral interviewing is based on the theory that a person’s most recent past behavior or performance is the best indicator of their future behavior or performance. This theory was put forth and gained popularity in business during the 1970s and 80s.  Read more...

An ROI Roadmap for Talent Acquisition Leaders:  Recruiting leaders are constantly asked to justify additional investments in their team, tools, and technology. At the same time, they face increasing demands from hiring managers to handle their requisitions quicker and better than other openings in the organization — regardless of their relative importance to the goals of the business.  Read more...

Hiring without a Strategy Will Kill Your Company:  Your business is doing well — your customer base is booming, your product’s popularity is soaring, and the world is your oyster … except your company can’t keep up.

If you are in high-growth mode, you’re going to need more people. At the same time, the competition for talent has never been fiercer. That means incredible pressure for companies today to hire as many people as they can, as quickly as they can to lock prospects down before anyone else snaps them up.  Read more...

“The highest reward for man’s toil is not what he gets for it, but what he becomes by it.”  - John Ruskin

Talent Acquisition Tips for Every Recruiter

Comments Off on Talent Acquisition Tips for Every RecruiterWritten on March 21st, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about talent acquisition, as a process.  Remember, if you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

5 Reasons Talent Acquisition is About More than Luck:  Most recruiters have said it at some point in their career: “I’m so lucky I found that candidate. He’s going to knock everybody’s socks off.” But in reality, being able to consistently find great talent has little to do with luck. Solid talent acquisition requires a strategic plan and directive.

Unfortunately, that’s easier said than done. A 2015 Adecco survey found that 47 percent of respondents said sourcing candidates is one of the biggest problems HR is currently facing. If you want to find and land great talent, you’re going to need more than a four-leaf clover and a rabbit’s foot.

If you want to create a hiring strategy that leaves nothing to chance, take the advice of these experts....Read more...

3 Ways to Prevent Misunderstandings During the Recruitment Process:  Working with a recruitment agency to find and recruit new hires for your organisation should be the perfect way to blend your business insight with their recruitment expertise. However, some hiring managers find themselves spending more time navigating through emails and disheveled correspondence than they spend getting to know the candidates their recruitment partner has found!  Read more...

Hiring Managers - How to Build a Strategic Partnership with your Recruiter:  We all know that business performance is largely attributable to the success of its leadership team, organisational culture and employees. Which is why it’s no surprise that one of the biggest challenges for HR and in-house recruiters is finding the right people to join their company.

Sourcing and hiring the very best people is a time consuming business, so it’s no wonder that many recruiters turn to agencies for a more efficient and effective search. In order to get the most out of your recruitment agency, it is imperative to build a strategic relationship with them from the outset. But what does this look like?  Read more...

“No great achiever – even those who made it seem easy – ever succeeded without hard work.”  - Jonathan Sacks

Social Media Recruiting Strategies that Work

Comments Off on Social Media Recruiting Strategies that WorkWritten on March 18th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about social networking and strategies that work.  Remember, if you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

How to Use Facebook for Social Recruiting Messaging: When it comes to sourcing and recruiting, you should not ignore the potential of Facebook given that it has 1.38B monthly active users and 890M daily active users.  Also, you should know that according to Jobvite’s 2014 Job Seeker Nation Report, 76% of social job seekers found their current position through Facebook. Jobvite also found that while job seekers flock to Facebook, recruiters prefer LinkedIn when searching for potential candidates.  Read more...

How to Effectively Source Using Social Media & Networks: Sourcing talent via social media requires an entirely different mindset than sourcing with other forms of human capital data, such as resumes/CV’s, employee directories, conference attendee lists, etc.

Back in early 2009, one of only 2 guest posts ever co-written on my site was published on the topic of non-standard descriptors and the role they play in social media. Valerie Scarsellato was a Sr. Sourcer at Intel Corporation at the time when she put together the framework for the original article on sourcing via social media, and she has now moved into a Segment Marketing Specialist role at Intel and is loving it.  Read more...

Searching Social Media requires Out-of-the-Box Thinking:  Sourcing has always been a significant component in the recruiting lifecycle. However, in recent years, sourcing has taken a giant step into the forefront and has become recognized as the solid foundation at which successful recruiting rests upon in order to identify and secure top-level talent, no matter what industry you may be supporting.  Read more...

“Hard work keeps the wrinkles out of the mind and spirit.”  - Helena Rubinstein

Hiring and Employee Retention Strategy Tips

Comments Off on Hiring and Employee Retention Strategy TipsWritten on March 17th, 2016 by
Categories: Corporate Recruiters, Human Resources
We're sharing some interesting articles today, about Recruiting and Employee Retention. Remember, if you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance. Start Small With Your Employee Retention Strategy:  When employees work for the organization for a longer length of time it has a positive effect across the organization. Not only does it reduce the costs affiliated with recruiting and hiring, it can also have a direct effect on employee satisfaction and engagement. Having a good rate of employee retention allows for less lost productivity resulting from the time vacant positions remain open while recruiting is searching for a proper replacement employee.  Read more.... Improve your Retention Rate - Onboarding Done Right:  Hiring fresh talent isn’t just about scouting for candidates, convincing them to join, and sealing the deal with a handshake. These new employees are the future of your company and they need to understand how it works.  Employees form impressions of your company during a very limited timeframe, and it’s especially important that you play your cards right during this period. You need to let the new employees know your company’s purpose and how it functions. Having a clear understanding of the company’s work and mission will motivate employees and ensure that you retain them.Read more... Hiring and Retention in a High Turn-Over Workplace:  High turnover can cost a company time and money. A revolving door of employees makes it difficult to achieve consistency in service, inhibits growth and directs resources to hiring and training new employees that could be used elsewhere. Employees have more options for a new job outside the company now that unemployment is going down and more companies are hiring. So, how does HR help improve retention in a high turnover workplace?  Read more.... “A dream doesn’t become reality through magic; it takes sweat, determination and hard work.” -Colin Powell

Boolean Search Tips

Comments Off on Boolean Search TipsWritten on March 15th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about Boolean Search.  Remember, if you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

The Best Boolean and Semantic Search Tool:  The most powerful thing you can incorporate into your people search efforts isn’t Boolean logic, a search “hack,” Chrome extension, search aggregator, semantic search solution or anything you can buy – it’s your brain. Your level of understanding of and appreciation for the unique challenges posed by human capital data in any form (social media profiles, resumes, etc.) directly correlates to your ability to extract value from any data source. The same is true of the thought processes you apply before and during your search efforts. Read more...

How to Get People to Respond to Recruiting Emails and Messages:  When it comes to sourcing and recruiting, it’s gotten easier to find people but it’s gotten more difficult to get people to respond to emails, InMails, social messages and voicemails.

The poor quality and lack of sophistication of most recruiter messaging, along with rampant spamming, certainly hasn’t helped. Unfortunately and yet somewhat thankfully, the bar of what people expect to receive from recruiters has been set fairly low, so the opportunity for improvement is massive.  The good news is....Read more...

LinkedIn's New Non-Boolean Search Functionality:  Whatever you think of LinkedIn, they have a ton of professional human capital data, and the value of data is directly proportional to the ability of users to quickly, easily and precisely retrieve actionable data.  The more easily recruiters can quickly and precisely retrieve profiles of people who have a decent probability of being the right match and also likely to respond to outreach efforts, the more actionable (and thus valuable) LinkedIn’s data becomes.  Read more...

“I’m a greater believer in luck, and I find the harder I work the more I have of it.” - Thomas Jefferson