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/
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.
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.
My journey up the funnel continues; from recruiter to sourcer, and from sourcer to recruitment marketer. Here are some lessons learned.
If every recruiter and recruiting manager started their online business, even a small one, they would quickly learn a few things (hopefully). Here is what I have learned the last two years with my online recruiting business.
Now that I have saved your about $10,000 and a ton of frustration, how can we use this knowledge to become better at what we do? Watch the video.