How many times have you been given the responsibility to send emails to a list of event leads? What about when one of your hiring managers gives you a list of names and emails from a meetup group and wants you to “recruit them”.
You don’t have access to email marketing and CRM tools. The last thing you want to do if upload a list into your ATS. So how are you supposed to email all of these people, follow up with them, track your progress, and not go crazy during the process? Watch the video. In this video, I cover one solution but there are some really neat solutions on the market, so let me know if you want me to make a follow-up video.
If you manage a team of sources and/or recruiters, please understand that your ATS and a job board is insufficient to get the job done. There are so many affordable tools on the market now that can superpower your team.
Talent Acquisition Leaders, In-House Recruiters and Sourcers, please feel free to join the RecruiterDNA Private Group https://www.facebook.com/groups/RecruiterDNA/
Myopic Req Syndrome: Can’t see the forest for the trees. Sometimes we are just too darn close to the situation for own good. Don’t believe me, does it really matter what flavor of ATS a recruiter has used? What about those nifty certifications? Nope. So how did they make their way to the job description and screen questions?
Simple Solution: Ask a trusted HR partner, Hiring Manager, or the newest person on the team, to help with conducting a job analysis. This may sound a little crazy, but a little objectivity goes a long way. This role reversal exercise, if done right, has the added benefit of building bridges with your customers and partners.
Warning: If you feel that the above exercise will open you and your team up to potential internal political backlash, it may be time to have a conversion with leadership and start looking to find a new healthy family.
Resources: The kind folks at Google ReWork has shared tons of valuable information and tools on this subject: https://rework.withgoogle.com/guides/hiring-create-a-job-description/steps/introduction/
Inbound Recruiting Resources. I have researched and curated the top articles to save you some time. It’s no coincidence that HubSpot is number one on our list. HubSpot CEO coined the phrase “Inbound Marketing” and is by far the leader in the space.
Beware of recruiting vendors who claim that their ATS or add-0n solution uses “inbound marketing” or “Inbound Recruiting”. Inbound is methodology, not a technology. Much like “DevOps” and “Agile”, Inbound Marketing is not technology, but a way of doing things.
Don’t get me wrong, you will technology to help you implement, test, and optimize your inbound marketing plan, but there is no need to pay extra for the talent acquisition add-ons. Marketing is way ahead of the recruiting industry and the time-tested tools of the trade are much more affordable and adaptable for what you need.
What are the chances a top saleswoman or engineer applies for a job on their first visit to your site? Pretty low. Think like a marketer to nurture relationships and stay in touch over time.
To understand how inbound recruiting impacts your company’s bottom line, you need the full, integrated picture of where your candidates are coming from. Dig into your recruiting analytics often. Via hubspot.com
Whereas outbound recruiting includes sending LinkedIn messages and using headhunters to reach out to candidates directly, the inbound approach is a much more passive recruitment strategy. Companies that use an inbound approach to recruiting post relevant and helpful blogs, maintain strong social media presences, use SEO incredibly effectively, and create impressive ebooks, white papers, and other gated assets that allow them to collect contact information from prospective candidates. Via tinypulse.com
Here at InfoTrust, we are big proponents of HubSpot and use the tool for our inbound marketing. Recently, we began using HubSpot for recruitment purposes. In this blog post, I will share 10 inbound recruitment tactics and how HubSpot can help you with the execution.
To summarize, recruitment is not easy, it takes time and effort to market your company and get quality applicants to apply. You also have to make sure that you are generating the best ROI for the dollars that you spend across your recruitment channels. Inbound recruitment can help you generate great results, and HubSpot is one of the best inbound marketing platforms. » 10 Tactics for Inbound Recruitment with HubSpot
Inbound marketing begins with defining an ideal customer persona.
Traditional marketing relies on ‘interrupting’ your flow of activity to grab your attention. Think website pop-ups and banner ads.
Put simply, these tactics don’t work too well anymore. Consumers have a serious case of ‘banner blindness‘ – they’re blind to the website advertising banners that companies spend tens of thousands on every year. They’re so used to seeing them in the background that they’ve grown immune! Inbound Recruitment: The Complete Guide
*Caution when researching the topic of “Inbound Recruiting”, I have found several blog posts and articles that refer to “Inbound Recruiting” and posting and waiting. Obviously, this not what I mean when discussing Inbound. Your best bet to stick with keywords: “Inbound Marketing”, “Content Driven Marketing, “Permission Marketing”, and “Inbound sales”.
Here is a great video from some of the Inbound Marketing training I took for my certification.
As a long time recruiter, I sometimes get this asked this question, “when should I use a recruiting firm?”. So here you go.
It’s simple. Even the best recruiter can only juggle so many balls. For a typical recruiter, anything over twenty to twenty-five open reqs is the tipping point (assuming each req has one headcount). Anything over twenty-five open external requisitions and things get messed up and flat-out forgotten. Keep in mind that the number open reqs a recruiter can manage varies from industry to industry. Executive Recruiters, for example, can handle three searches and on the other end of the spectrum, high volume recruiters (call centers, labor, etc) can handle fifty plus reqs.
I can hear recruiters and talent acquisition managers laughing at my last statement. It’s not uncommon for recruiters to carry a fifty plus req load. And that is why it takes so darn long to hire great people. It also tends to burn out recruiters. It’s not uncommon for recruiters to carry a fifty plus req load. And that is why it takes so darn long to hire great people. It also tends to burn out recruiters.
Tip for Hiring Managers: If you are not getting really good resumes from your recruiter in the first 3 weeks of you opening your position; it’s going to take longer than 3 months before you make an offer. ( Assuming your headcount is officially approved and your req is live in the system)
For Internal talent acquisition teams to be “efficient” and to do more with less, they must be able to be jacks of all trades and usually masters of none. Think of a general practitioner vs. a specialist. It’s a tough ask to expect a recruiter for your company to an expert in every part of your business. Headhunters typically specialize in a niche. By focusing on one or two industries headhunters can go deep and become experts. This is why some outside recruiters can tap into networks of people that your in-house team can’t.
Hopefully, you had an intake meeting (phone, video, in-person) with your assigned recruiter when you opened up your position. This is your chance to educate your recruiter. If you are lucky, you have a sharp recruiter who is a quick learner and motivated to learn a new specialization.
Tip for Hiring Managers/ Specialization – If you get more than three resumes from your recruiter that are way off base, you are in trouble. Same goes for multiple phone interviews with certain candidates. Time to talk to a specialized recruiter.
Note to the reader. I own a recruiting firm, and yes, I write this blog in hopes of earning your business. This blog post is truly an attempt to educate hiring managers like you so you can have a positive experience using recruiting services.
Please let me know what you think.
How many times have you come across a job posting and think to yourself, “this is my dream job”? It happens to everyone. The company and job look perfect! You daydream and imagine yourself getting up every morning so happy to be apart of something special and even going to the company events. If only we could just get a chance to interview.
In a perfect world, every job that you applied for you would at least get to talk to someone on the phone. But, the more you apply for great jobs the less you hear back from, well, from anyone. It can be very disappointing, to say the least.
Hang in there and be prepared. It may not seem like it, but you will get your chance so you want to be ready.
1. Know the job description inside and out. I mean every sentence! This may sound like a no-brainer but most of the interview questions will be directly related to the minimum and preferred job skills. Just add “so tell me about your experience with…” to every required and preferred skill in the job description. Keep in mind that you will not be the only person this team will be interviewing for this position so it is vital not to get tripped up on the basic questions.
Be prepared to discuss how your previous experience (should be in your resume) as it related to each bullet point in the job description.
What to do if you don’t have experience with a bullet point in the job description?
If there is a something listed in the job description that you have not done before don’t stress. It’s important to be upfront with the interviewer and let them know that haven’t had the chance to work with (whatever it is you don’t have experience with) yet, but let them know that you have done your homework and are a quick learner.
Imagine this scenario. During the interview, you are asked if you have any experience with VRX45i, one of the software applications needed from time to time for the job you are interviewing for and you say “Unforntually, I haven’t had the chance to work with VRX45i yet but I downloaded a demo version of the latest version of VRX45i and have completed an online course and love it and are ready to jump in!” Wow, you just turned a potential show stopper into the reason they are going to hire you! Sweet.
Wow, you just turned a potential show stopper into the reason they are going to hire you! Sweet.
Not only have you shown the interview team that you are a self-starter but that you are a quick learner. That is a winning combination
If you have to do this more than once or twice in order to prepare for the interview, it is going to very obvious to the interview team that you are probably not qualified. Let me know what you think and stay positive.
Imagine waiting outside the office of the person who will give you that job interview. Minutes from now, you’ll be inside face to face with that interviewer who can either make or break your job application for the position you have long been aspiring for.
You may have probably passed all other exhaustive screening requirements, but without getting through with this critical stage of your job application – all may be put to waste.
Below are 10 helpful tips that you can refer to increase your chances of landing the job you want.
It is a good idea to do some research about the company you are applying at. You can ask over the phone, or you can look at their websites. Many have now Internet presence and you can easily find information about the company there and their business.
You should have some knowledge about the employer you are interested in. You don’t want to be caught speechless, with questions – “why do you want to work in our company?” or “what do you know about our products and services” – simple questions that a little research would have had answered.
Being able to answer such types of questions will impress your interviewer. It gives the impression that you are always ready for any battle you will be put into – similarly in actual job setting, they will perceive you to be able to do well in the job applied for.
If you have a scheduled job interview, make sure you have an idea who will conduct it. In this way, you will have an idea on the probable question that you’ll have to answer during the particular interview.
If such would be the HR personnel, expect some general questions about your work experience. There will also be questions that would probably test your way of thinking or how stable your emotions may be on pressured situations.
There will also be questions that will ask you your plans for your career – and what your direction will be, several years from now. It is best to answer this well, preferably with mention to your career goals and how you plan to achieve them. This will show that you are the type who plans, and is proactively making things happen for your career. Being so, will tell that you are a good planner and is assertive.
If such would be the direct superior for your department, expect technical questions related to your field. It is expected that you can provide the necessary details that are directly related to your job.
You are assumed to be knowledgeable on all facets of the current position you are applying, so you may want to review some theories that may be of use. Make sure you can articulate these theories and other practical aspects of your job. Being able to do so will show that you are technically capable for the job requirement.
This is quite simple but often taken for granted. Specific industries and certain positions require that you dress up accordingly. Make sure you know what is acceptable according to the company’s standards – and not merely to what you think it to be. How you look still does matter in most cases.
Prepare the clothes the night before or even earlier. Shine your shoes. Make sure you will come for the interview neat and clean.
Women should preferably come in with a conservative suit, coordinated blouse and limited jewelry. There should be a decent hairstyle and sparse make-up. Avoid short skirts that probably won’t fit in a conservative business environment.
For men, a conservative suit is also in order with a white long sleeve shirt. Conservative tie, clean and professional shoes and a neat hairstyle are suggested. If possible make sure to cover body parts with tattoos.
First impressions do have an effect. While there should be no discrimination as well to this regard, but you should leave no room for such to affect your job application. In the real scenario, how you look plays a major part on how interviewers will judge you.
Your appropriate suits or dresses are worthwhile investments for your job and career. Allocate and spend some money for these, eventually and after landing the job you want, you can easily cover up these expenses.
There are job interviewers who are more adventurous with their questioning. Some may ask, “If you were an animal, what would you be?” Such questions may put you off-guard, but you need not be – there is no right or wrong answers for these. It all boils down to how you justify your answers.
You could say that you’d be a tiger, as you’ll never stop until you catch your prey (or hit your goals?). Or you could also say that you’d be a deer, as you will ensure that there will be no cutthroat competition within your department, and that there will be harmony and teamwork where you will be assigned. So whether you are the predator, or even the prey, as long as you give it a good justification – that will be good and acceptable enough.
You may also try to practice your answers to general questions you think will be asked. There are also some technical questions that you should be able to discuss with ease so that the interviewer will find you to be knowledgeable and eloquent.
If you can, try to be in front of the mirror and watch your gestures and mannerisms as well. Eliminate those that you feel you need to take out, and practice having a decent body language that go well with your answers.
Whether you have a positive attitude or otherwise, will show during job interviews. Especially if you will be with an experienced job interviewer, your personality can easily be read. The ‘true you’ would be transparent, and hoping to hide behind your flowery words would be of no use.
While this may require quite a degree of personal change, it is only but healthy for you and for those who you will eventually work with if you have a positive attitude. The dynamics of a group environment would be ideal with members who are optimistic and works their best to achieve the group’s objectives.
Having a positive attitude may require some time – especially if you have been pessimistic most of your life. But if you keep at it – you’ll succeed little by little and step by step. The important thing is that you are improving at each step of the way. And mind you – even a slight improvement will show and can do well to give the right impression to the interviewer.
Arrive 15 to 20 minutes early before the actual interview time. This will ensure you will not be gasping for breath in front of your interviewer as you were hurrying your way up to the office.
And during the interview, listen well to the interviewer’s questions and get the main concept of his question and answer that point. Stay relaxed and concentrate well. Though you may feel the pressure for badly wanting the job, it will be to your disadvantage if you allow your feelings to get the best of you.
Staying calm will allow you to focus. You will be more alert to the questions thrown at you, and you will be able to give the right answers to these. Find comfort in the thought that you are doing your best, and with some stroke of luck – and hopefully with some divine intervention, you may just get the job. Whatever thought that relaxes you, find it and dwell on this.
In all things, be honest. In job interviews, it will do you no good to mislead your potential employer. While you may succeed in getting hired, you will still be subjected to job evaluations that would eventually show how poor a hire you are. Your immediate boss may find it insulting and will end your stay with cause.
Be truthful with regards to your strengths and weaknesses. Be proud about your strengths and strong points, but don’t be shy to tell your weaknesses. We all have weaknesses, who doesn’t?
Even big-time CEOs have some weaknesses. What makes them so successful though is the fact that they concentrate on their core strengths, and delegate those areas where they lag behind to a more effective staff which have these as their expertise. They also make an effort to reinforce their weak areas, as a well-rounded executive can always make better decisions.
So again, you can’t go wrong with honesty. You need not hide so much during job interviews, and you will be consistent will all your answers. It will also be a plus factor for being honest, and a wise prospective will employer will notice that and value you for it.
Let’s face it. Getting the job you want is a competition. Many qualified applicants may be vying for the same position. And what could make it difficult for you is that there may be more qualified applicants than you are next to you in the lobby. They may hold higher educational degrees and some industry specific skills you don’t have.
So what could set you apart? It would be the eagerness to learn new things and being willing to be trained for whatever challenges placed in front of you. Being so would mean you are flexible and can adapt to change. You are open to taking on new challenges or perhaps covering up for a co-worker who may be absent.
If you have taken on a challenge on your previous jobs, mention these during the interview. Cite specific examples on why you claim to be able to respond will to change and on any new assignments or projects given to you. These will bring more weight to your claims and may become valid, as they really are, in the eyes of your interviewer.
At the end of the interview, the interviewer will usually allow you to ask some questions you may have in mind. While definitely there are a lot you may want to ask, your questions should be chosen tastefully.
Such questions to ask may be: “What are the responsibilities that come with the job?”, What is the career path for this position?”, “What is the management style of the company?”, “Is this a new position? If so, why was there a need to create such?” and “How can one move up the corporate ladder?”.
Don’t overdo this portion though, and don’t take too much of your interviewer’s time. Choose only those questions you feel are important for your part to make a decision if you would like to work here – assuming of course that you get the job offer.
While it is a fact that you don’t always get what you want. It is not a reason to dwell on your failure to close the deal and get the job you want. A variety of factors come into play, and you will not have all these under your control.
What you can do is continue on with the search – and while doing so, move on in search of excellence as well. One should not be content with one’s present state of knowledge and skills. And while it has been said that it is a tight competition out there in the job market, it would do you well to have more skills and more to offer to your prospective employer.
Take short-term courses or perhaps do online learning. The avenues for learning have become more affordable and convenient. The offerings are pretty much varied from managerial courses to accounting, financial, engineering, vocational & technician courses. Online learning even offers masters and doctorate degrees.
These may be viable options for you, to make you more qualified and stand out above the rest. It will also widen your options on the positions you can take. Never ceasing on the opportunity to learn will do you good eventually – it will only be a matter of time when the right job opportunity for you comes along, and you’ll be able to respond to the challenge effectively.
With only 28 working days left in the year and two big holidays still ahead, it’s time to face reality. You are cutting it very close if you need to make key hires before the end of the year. Let’s do some quick math. This blog post is focused on historically hard to hire salaried positions.
Application & Resume Review: 1 week
Phone Screens Candidates: 1 week
Resume Gets Submitted Manger: 1 week
Skill Assessment: 1 week
Phone Interview with Hiring Manager: 1 week
Onsite Interview: 1 week
Offer Process: 1 day to 1 week
Make Offer: 1-3 days
Background Check/Drug Test: 3 days – 1 week
Candidate Gives Two Week Notice: 2 weeks
Relocation: 1 week
Start Date: ?
Keep in mind that a 3:1 onsite interview to offer ratio is common with hard to hire roles, so adjust your timetable based on your ratios.
With only 28 working days left in the year, work with your recruiter and focus on any quality candidates that are already in the pipeline. Agree to a new fast-track process going forward. Valuable time is wasted going back and forth via email and scheduling delays between hiring teams and recruiting.
All of these tips have worked for me and I hope they work for you.
Finding and hiring great employees isn’t easy. Multiple variables are at play and you, as the hiring manager, are only in control of a few of them. In this blog post, we have asked our Principal Recruiter and Founder, Larry Hernandez, to share his opinion on why so many vital job openings go unfilled every month. He is not going to pull any punches. Enjoy.
Let’s face it; every industry has an “unofficial” pecking order of desirable places to work. This impacts the quality and quantity of your candidate pool and pipeline. We all can’t be on top of the food chain. Know where you stack up and adjust your process accordingly.
100 Best Companies to Work For – Fortune This year’s 100 Best Companies to Work For list marks Fortune’s 19th year of partnering with Great Place to Work.
Know who is in the driver seat, you or potential candidates. Job markets are fluid. One new company moving into town can change the market. Before you start the recruiting and interview process, determine if you are in a”buyers” or a “sellers” market for every unique open job opening and adjust your recruiting strategy.
Ask you recruiter to run a quick competitive market analysis for your position. This doesn’t have to be something fancy, just a quick searches on Indeed and LI Recruiter and they should be able to give you a quick snapshot of the market.
What Are the Hardest Jobs to Fill in Tech? – Indeed Blog The tech industry has one of the most competitive job markets, and finding the right talent to fill key positions is never going to be easy. In fact, for s
I’ll make this quick because it can be an easy fix. If your open job is not located in a “tier one” city and you won’t let people work remote, you will not have a chance to hire the best possible candidates available, it’s that simple.
Solution: Let your team work remote and/or open up a satellite office in a city that has a healthy pipeline of qualified talent. It’s cheaper than paying relocation costs and dealing high turnover.
Companies Flock to Cities With Top Talent – WSJ Facing a tight labor market and a shortage of skilled workers, many large companies say a city or region’s population of desirable workers is the top factor in deciding where to locate their businesses.
2016 Best Cities to Live in America – Niche Ranking of best cities to live in U.S. based on crime, public schools, cost of living, job opportunities, and local amenities.
Hiring Managers and in-house talent acquisition teams habitually focus on getting more candidates in the pipeline and ignore the painful truth that the interview process is the problem. Focus on conversion rates.
Put your user experience hat on and view your candidates as customers. Would you leave your biggest customer waiting alone in a conference room for 30 minutes?
Your interview process is not just about weeding bad candidates out. The process should also “wow” the right ones.
Where are good candidates falling out of the process? Why?
Map out your interview and hiring process. Find the friction points in your process and define the value you are getting (or not getting) for each step. One extra step can make a break the experience of a good candidate.
Sometimes it all comes downs to this one thing. The relationship between you and your recruiter. As a hiring manager, have you done everything possible to ensure your recruiter is armed with the right information to find you the best possible candidates? For years I was an internal recruiter and I can’t tell you how rewarding my job was when my hiring manager and team would treat me as a partner. Unfortunately, this scenario is the exception rather than the rule in most organizations.
As an in-house recruiter, I could usually tell that a new req was going be “aged” within the first 48 hours of the job opening by the quality of communication with the hiring manager.
Our research found the most influential predictor of TA performance outcomes is a strong relationship between the recruiter and the hiring manager; in fact, this relationship is four times more influential than other TA performance drivers… https://www.linkedin.com/pulse/surprising-1-predictor-talent-acquisition-performance-robin
4 Best Practices for Eliminating Hiring Process Bottlenecks | iCIMS Bottlenecks in the hiring process are a major pain point for organizations across virtually every industry and size. The often rocky relationship between recruiters and hiring managers is a chief source of the pain. Although recruiters and hiring managers aim to achieve the same goal, their relationships can be laden with miscommunication and problems that ultimately create obstacles to acquiring the best talent in a timely manner.