Category Archives for "Becoming A Better Recruiter"

Recruiters & Sourcers: Chrome Extension For Gmail | CRM + Email Marketing

Becoming A Better Recruiter , Blog

Weekly Recruiting Tip Fast CRM For Sourcing And Events

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

Micro Talent Networks | How Recruiters Can Build & Nurture Talent Networks

Becoming A Better Recruiter , Blog , Recruiting Blog

At one time or another, a recruiting team will take on the project of building, buying, or wishing they had a talent community or talent network. The problem talent acquisition teams are trying to solve, at an enterprise level, is the lack of a pipeline of qualified candidates.  Think (or just run a report in your CRM/ATS) of all the potential candidates your company engages and then never follows up with.  It’s mind boggling!


Here a some of the issues with trying to scale follow-up.

  • Recruiters/Sourcers are usually in reactive mode, only working on reqs that are urgent.
  • Recruiting/Sourcing teams are often not structured for long-term relationships with specific skill sets.
  • Teams are not measured and/or rewarded for keeping up with candidates once they are no longer in play for a specific position.
  • Recruiters/Sourcers are not trained and/or equipped to follow-up and nurture hundreds or thousands of people.

As a professional Sourcer and/or Recruiter, don’t wait on your company to fix this problem.  They don’t know how!

Start building and nurturing your own talent network!  I created a simple course for just this reason.  Here is a sample (as you can tell I am not a professional video producer).


Module One Overview

This is it. It’s time to zero­in on a job title or job family so you can provide outstanding,
appealing content that engages them and keeps them with you. You know who you want, and
you have the positions to fill.
Your Goal

Focus, focus, focus. Choose ONE audience for your Twitter account and figure out how you
can provide value for them. Ask yourself: In one year, what do I want to be known for? Then
tailor your content to capture the answer.

Things to Know

On Twitter, as with life, you can’t be everything to everyone. Once you’ve chosen your
audience, your success depends on curating helpful content for them. Here’s a hard truth: Your
content won’t be valued by everyone; what matters is that your content is valued by the people
whose lives you can affect.

Give yourself some time. Your Twitter account won’t grow overnight; traction will take a few
months. Your on­point tweets are building your reputation and earning trust among your
audience but give yourself six to 12 months to get rolling.

Here is the link to the entire 48-minute course which includes a workbook and access to a private FB Group for ongoing support.

FollowMe-Using Twitter to Build your own talent Pipeline


Link to Course:


How To Turn “Likes” and “Comments” Into Candidates

Becoming A Better Recruiter , Blog , Recruiting Blog

Turn Likes and Comments into candidates

In the competitive social landscape, a brand (every recruiter has a brand by the way) will be ignored by users (candidates) if it doesn’t work smart. The fact that you have users who like or comment on your post is a big achievement in itself, considering that a growing number of individuals browse the internet passively.

But the likes or comments won’t help much when you just leave them at that. If you are a recruiter and you want to find ways to turn these into your candidates, here are a few suggestions:

Post often

If your audience responds to your posts, in a way, it indicates that they would like to see this kind of content often. Somewhere at the back of their minds, they keep you in the “good stuff” register.

All feeds from brands under the “good stuff” tag are almost always read. That is why sites like Facebook are now asking users to choose pages whose posts they want to appear on top of their newsfeeds.

It’s easy however for a user to either forget about you or start ignoring you. They will forget about you if you don’t post often. On the other hand, if you start posting irrelevant, overly repeated content, you sooner or later end up in the “ignore list”.

Go to the inbox

You need to post relevant content more often!

No, don’t send a message to people who’ve liked your post telling them to join your talent pool. Focus on building relationships first. For instance, start by suggesting other links from which they can get additional information on the topic they liked. If your website has other blogs with related information, include it in the suggestions.

You must take care though to avoid flooding people’s inboxes with messages. At best, send one message to a user and ask them to inform you if they are not interested in receiving more.

Talk more

Elicit discussions either at the end of your posts or inside comments sections. You can do this by posing a question alongside the main post or by replying to a user’s comment.

Follow popular pages and participate in their posts by commenting through your page’s account and sharing their content. Don’t be too concerned with generating direct leads through the other brand’s pages; rather, encourage users to visit your blog and grasp them from there.

Remember that constant presence online is a strong attractant, but the quality of content is what makes an audience stay.

We are all in the publishing business! Don’t get left behind.

Recruiting Mobile Strategy? It’s My Desktop Strategy – Just Smaller!

Becoming A Better Recruiter , Blog , Recruiting Blog

Mobile recruitment: are we making too many assumptions?


Summary: For recruiters to improve access to the skills they are looking for, they must first understand that not all strategies applied in desktop marketing appeal to mobile users.

More people are using mobile phones than computers to access the internet since 2014. Having known that smartphones and tablets would eventually rule the internet, many websites prepared early enough to accommodate the growing small gadget browser visits.

It however seems that there are misplaced priorities, especially when it comes to designing job application tracking systems. The path that many firms have taken is that of making websites mobile friendly, but without keeping the user in mind.

Simply making a recruitment website accessible to mobile browsers is not enough. People looking for jobs or products have a special mindset that you must synchronize with if you are to achieve meaningful goals.

Take a look at a recent research on behavior of mobile internet users. The study showed that, unlike those who access the internet via desktops, laptops and tablets, the mobile phone user responds differently to advertising. In summary, the report pointed out the following about cellphone owners:

  • While they still prefer mobile friendly websites, users feel that most of them are not informative enough.
  • Emails from popular brands result in purchases 84 percent of the time.
  • Less than half of the correspondents signed up for SMS alerts. 93% of users that opted out of SMS alerts cited either disruptive or lack of meaningful content in them 92% read push notifications.
  • The percentage of smartphone usage is highest during the day but falls at night and on weekends as tablets and computers take over the internet 83 percent of mobile users consider services that are seamless across devices as either important or very important.


Based on the above findings, here are a few suggestions that could improve your mobile recruiting:

Strike at daytime

It appears that most mobile owners prefer to use their devices while busy. This might explain why mobile usage peaks during the day, and falls in the evening and weekends when more people are relaxed.

If you want to make any recruitment campaigns via mobile technology, the best time to strike is during the day.

Go slow on SMS

SMS readership is poor. But there is a way to improve it by making content relevant, precise, and sending it during the daytime.

However, too frequent SMS-ing may put off users; perhaps a good way to avoid annoying your audience is to ask them the maximum number of messages they wish to receive per week.

One is not enough

If you are only using one channel to spread the word, consider incorporating other methods. Push notifications can assist you to pull people to sign up for SMS and email, download apps, and visit your website.

In addition to advertisements, you must simplify the application process. For instance, avoid too much paperwork- especially at the early stages of application. The modern corporate environment has redefined employment. To reach the best of skills, look at recruitment as a marketing venture of its own.

It’s Time for Recruiters to Master Twitter!

Becoming A Better Recruiter

Advanced Twitter for Recruiters (Pre Register for Class)


There is nothing like this on the market today! Recruiters who take the time and money learning these tactics will have a huge advantage and be more valuable recruiters…period!


There is nothing like this on the market today! Recruiters who take the time and money learning these tactics will have a huge advantage and be more valuable recruiters…period!

Who is this training for?

Anyone serious about standing out from the crowded recruiting pack, by creating a strong professional brand with Twitter.

Do you have a Twitter account but don’t really know what your doing?

Recruiters who opened up a Twitter account months ago, and don’t know how to use it effectively.

Recruiters & Sourcers who might be looking for a new job in the next year. Who would you choose? A recruiter with 5k followers and a social plan for sourcing, or someone who says “I didn’t really use Twitter in my last job”?

What will I learn in this class?

  • Learn how to turn your Twitter account into your very own Social Talent Network.
  • Learn how to build your very own “content machine” so you will always have something valuable to share on Twitter.
  • Become a “Person to Know”, and not just another recruiter sending emails.
  • Transform yourself from a Recruiter who tweets boring job openings (spam on twitter) to a person “passive candidates” want to follow!
  • Learn to use Twitter like a Pro!


  • Sourcing and Social Media for Events!
  • Advanced Hashtags
  • How to setup your own social monitoring tools.

Don’t Wait!  We back all of our training with a 30 day “No Questions Asked” Money Back Guarantee!


“Sourcing” Needs a New Name!

Becoming A Better Recruiter , Recruiting Blog

Sourcing Needs a New Name by RecruiterLarry

Sourcing is Born from the days when HR reported to the procurement/purchasing department. Have you every wondered where the word Requisition came from? I think the term “Sourcing” no longer represents what it has become today.

Now I know that Sourcers do different things at different companies. Some places have the Sourcer doing glorified “Jr. Recruiter” tasks, and others places you need to be a Sr. Recruiter before you can graduate to a become a Sourcer.

Where did the word sourcing come from?

FYI, we didn’t always call what we do sourcing.  We used to be more specific. Titles like “Researcher”, “Name Generation”, “Lead Generator”, “Short listing”, and last but not least “Recruiting”.  That’s right, recruiters used to be experts at recruiting people.  But has the talent acquisition team and followed the industrial revolution model, aka the Center of Excellence model.  Most of the recruiting process has been broken up into specialized groups.

  • Sourcers identify and engage potential talent
  • Recruiters act as account managers for hiring teams and keep the process flowing.
  • Coordinators assist with scheduling interviews and travel (sometimes offer letters)
  • Closers – Yes, some places have a separate person make the offer and “close” the deal.  Most notably Amazon (the last I checked).

Maybe we should start calling people who source,”recruiters”.  And we can start calling recruiting…um, well I guess we could call recruiters “Talent Advisors” or something that reflects what they really do.

Keep in mind that I am talking about in-house recruiters and not agency recruiters.  Heck, while we are changing names, let’s come up with a different name for agency recruiters.  No, let’s not bring back “HeadHunter”.

Ideas anyone?

Part 1: Posting A Job is the Last Thing You Want to Do!

Becoming A Better Recruiter , Recruiting Blog


Let me get right to the point. Things have changed. Posting a job is the last thing you want to do! [tweetthis display_mode=”button_link”]Posting a job is the last thing you want to do! [/tweetthis] Driving traffic to your job ad (with,, used to be a solid formula for success when you needed qualified candidates.

This is no longer the case! If you need entry-level candidates or warm bodies, then ignore this entire post and go back to work.

If you are looking for hard to find candidates, then stop posting jobs. Based on my experience, here is what I’ve seen.

Less than 2% of the people who apply to jobs get hired. It’s hard not to hurt your brand when you are giving 98% of applicants a bad experience!
In some segments like Software Developers, fewer than 1% of applicants make it to an on-site interview. Think of all the hours wasted coordinating, traveling, and spending your hiring teams time.
If you ask recruiters why they have time to source they usually point to the fact that they have to do some much work with the 99% of applicants (screen resumes, answer emails, handle complaints, build reports for hiring teams, dispositioning candidates).

If you ask candidates and applicants what they hate the most about the hiring process, they will mention the lengthy applications process, lack of response from a human, a general waste of time.
It’s hard to have a company brand that touts a focus on customer service but at the same time have a recruiting process that is the exact opposite of “customer focus”.

So if this is the case why do recruiting teams still post jobs? The recruiting industry is lacking innovators. We don’t know what else to do?

The HR/Recruiting industry is lacking innovation![tweetthis display_mode=”button_link”]The HR/Recruiting industry is lacking innovation![/tweetthis]

Imitate. Assimilate. Innovate

The Recruiting industry is lacking innovation

Most recruiting leaders and teams are somewhere between Imitate and Assimilate. I’m not talking about software and service providers. I’m talking about us!

If you don’t understand the why it’s hard to innovate. Why do you post jobs?

Ask Why

Q: Why do we post jobs?

A: Well, to build a pipeline* of qualified candidates.

Fact. Posting a job only slows down the process while frustrating thousands of people. Not to mention is giving your hurting your brand.

Part 2 comes out next week. Thanks

Please let me know what you think by commenting.