Posts Tagged ‘passive candidates’

Employee Advocacy Influence….

Comments Off on Employee Advocacy Influence….Written on June 7th, 2017 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about,. 7 Strategies to attract passive Candidates, 6 Reasons to call your candidate instead of emailing, How can employee advocacy influence recruiting. If you are looking to hire, stop by and visit RecruitAlliance.com.

7 Strategies to attract passive Candidates: inding the right people to fill positions can be hard. An online application process may be more convenient for you, but it also opens you up to a flood of applications that you have to wade through to separate the possible from the laughable, and that takes a ton of time. It is highly probable that the people you want are not even applying for the job. These are “passive” candidates“, and they actually comprise 75% of the workforce. However, since passive candidates exert very little to no effort to find employment, they can be much tougher to identify. …Read More…

6 Reasons to call your candidate instead of emailing: Let’s face it. We all rely on emails and most of us would be lost without them. Very rarely do we send letters out in the post but recently emails have put recruiters in the media spotlight for all the wrong reasons. A jobseeker in Kent, UK, received an email confirming an interview for a job she applied for to find derogatory comments made about her describing her as an ‘oddball’ and a ‘mushroom forager’ by someone from the company. …Read More…

How can employee advocacy influence recruiting?: What better way to promote and market your company than through your employees’ voice. And what better channels than through their social media accounts. Obviously this only work’s in the organisation’s favour if the content that’s being shared shines a glowing light on them but it’s something companies are doing more of. But just how much of an influence does employee advocacy have on recruitment? Our panel of 10 recruiting experts share their views. …Read More…

If you can dream it, you can do it.” —Walt Disney

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

Recruit Smarter 2012 part 3: Attracting Passive Candidates

Comments Off on Recruit Smarter 2012 part 3: Attracting Passive CandidatesWritten on January 16th, 2012 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Recruit smarter in 2012, with RecruitAlliance.At the end of 2011, we learned the U.S. economy added 200,000 jobs. Interestingly enough, according to the Society of Human Resource Management (SHRM), and the survey results they obtained from HR professionals in the service and manufacturing sectors indicate there will be a low rate of job creation for the month of January. According to SHRMs LINE Report, the number of requisitions is going down, while the need to find qualified candidates continues to rise.

For third-party recruiters, corporate recruiters and staffing professionals, this means their focus must be to attract and recruit passive candidates in more creative ways. What's considered creative, in a world where active and passive candidates are inundated with your organization's message across the social networks, through email, in print ads, career fairs, and radio spots? Here are 3 new strategies you can implement, to begin recruiting the top passive candidates in your space.

1. Consider starting a LinkedIn Professional group that specifically caters to your field. Setting up a professional group is a simple process, and you have the ability to send out invitations to your network. It's a great way to engage active and passive candidates more efficiently. As the administrator of the group, you have the ability to send out one email to all of your members once per week; so you'll never lose touch. Consider including a your hottest job opportunities in your weekly email, as well as other engaging conversation.

2. Incorporate more high-touch techniques in your recruiting efforts. One of the greatest failures of HR departments and third-party recruiters is the fact they receive a candidate resume, and don't take the time to ever provide that individual with a quick call or personalized email. It may seem counter-intuitive to create more work for yourself, but even if the candidate you're contacting will never be hired by your company, you can't assume they won't refer you an amazing new hire. Add them to your weekly or monthly newsletter; and always create a positive business relationship with every candidate. Regardless of whether you intend to hire an individual, 2012 is the year to implement higher quality customer service in your recruiting process.

3. Know who's working in key positions with your competitors, and set-up Google Alerts on those A-players. Your VP of Sales just resigned, and you're frantically attempting to post the requisition on your website, and with the major job boards. You've contacted your approved agency recruiters, or posted the position on RecruitAlliance; to streamline your workflow. If you have Google Alerts set up on all of the key VP of Sales candidates in your geographic area and space, you can literally provide that list to your team to reach out to them. If direct contact with a competitor's employee is not within your company policy, simply provide the candidate and company names to your third-party recruiters, and they'll handle the process for you.

2012 is the year to Recruit Smarter. If your organization or recruiting agency wants to attract the best candidates in the market, it's essential to become creative and innovative.

Recruit the Right Candidates Using Boolean Search

Boolean search tips, from RecruitAlliance; your partner in recruiting.In the staffing and recruiting industry, the search professional who presents the most qualified and on-target candidate first, wins. Utilizing Boolean search as part of your sourcing efforts will increase your ability to gain access to both passive and active candidates, by doing a deep web search based on the criteria you provide.

What is Boolean Search?
The Internet is a vast computer database. As such, its contents must be searched according to the rules of computer database searching. Much database searching is based on the principles of Boolean logic. Boolean logic refers to the logical relationship among search terms, and is named for the British-born Irish mathematician George Boole.

Boolean logic consists of three logical operators:
OR
AND
NOT

List and Association Searching
One of the best ways to locate exceptional candidates is to find where they spend their time when they're not working. Performing a deep search to uncover targeted candidates within associations and their committees is an excellent way to obtain contact information and get in touch with them. This is a useful way to identify target lists of competitors that may have attended a conference and obtain public lists.

Search string:
(“Keyword" OR Keyword OR Keyword) (inurl:list | inurl:~members | inurl:directory | intitle:list | intitle:~members | intitle:~directory | inurl:staff | inurl:association | inurl:board | inurl:committee | intitle:association | intitle:board | intitle:committee | intitle:staff) (email | contact) ext:xls

Find More Facebook Groups on the Open Web
Like obtaining information through associations, Facebook has numerous professional groups in which to source great candidates. Using this search string is far more efficient than searching from the Facebook platform, and provides you with more control over the search criteria.

Search String:
site:facebook.com “Keyword for group” inurl:group

Recently Updated Profiles
If you want to uncover pertinent, active candidates for a quick fill, this search string will deliver.
Search String:
(resume | CV) "insert job title“ "last updated * 2011" -job -jobs -template - example -submit

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