Category Archives for "Blog"

Top 4 Articles – Inbound Recruiting 2017

Blog , Recruiting Blog

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.


1. What Is Inbound Recruiting? 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

2. What Is Inbound Recruiting and Why Is It Important? 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

3.  10 Tactics for Inbound Recruitment with HubSpot 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

4. Inbound Recruitment: The Complete Guide 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”.

Want to learn more about Inbound Recruiting?  I’m hosting a webinar on the topic – Register Here!


Here is a great video from some of the Inbound Marketing training I took for my certification.


Hiring Manager Guide: When to Use A Recruiting Firm?


Hiring Manager Blog Series 2017 - When Should You Use A Recruiting Firm

Hiring Manager Blog Series 2017 - When Should You Use A Recruiting Firm

Most Common Reason to Use An External Recruiter: Lack of Resources

As a long time recruiter,  I sometimes get this asked this question, “when should I use a recruiting firm?”.  So here you go.

In-House Recruiting Team Has Limited Capacity.

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 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.


Recruiters Can Only Manage So Many Open 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) 


Reasons #2 –  Lack of  In-House Specialization Experience

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 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.


Job Hunting Advice: Interview Prep Tips. Turn “So Close” into “Your Hired”!

Blog , Career Advice

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!

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?

  • Do Your Homework on what you don’t know!
  • Take an online course and watch every youtube video you can on the topic.
  • Find someone who works in the  company (or someone who retired from the company) you are interviewing with or a competitor who is doing the job you are interviewing for and ask if you can interview them research you are doing to prepare for an interview.

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.


5 Real Tips To Speed Up 4th Qtr Hiring!


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.

How long is it taking to complete each step in the hiring process? Include lag time.

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.



5 Tips to Speed Up the Hiring Process!

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.

5 Real Tips for Hiring Managers to Speed Up the Hiring Process!

  • Stop getting resumes as they come in, unless you can give immediate feedback.  Instead, have your recruiter send batches. Meet with your recruiter daily or weekly to go over batches together and be ready to give a yes or no and why, so your recruiter can recalibrate.
  • Give your recruiter several pre-determined blocks of time on your calendar for phone interviewing.  If your recruiter doesn’t have anyone for an interview slot the day before, they can cancel it on your calendar.  Add 15-30 minutes after every interview to talk to your recruiter.  You should be able to give a “Go” or “No-Go” and schedule the onsite while you are talking to your recruiter.
  • Make every Friday onsite interview day!  This works for several reasons.  First, it lets your recruiter know that you are serious about hiring.  Also, this lets your hiring team know in advance to be prepared to do onsite interviews on Fridays.  Prospective candidates find Friday a lot easier to take off from work and they get to spend the weekend checking out your city, real-estate options, and school options. FYI – this is your chance to sell your city and company.  Include real estate tours for relocating candidates in the itinerary.  Realtors are willing to pick your candidates up and drop them off at the airport.
  • Get your offer numbers pre-approved.  Don’t waste time flying in candidates that you can’t afford.  Talk to your peers and find out how much wiggle room you really have and what other levers you can pull to add value to your offers:  sign-on bonuses,  relocation package upgrades, lump sum relo money,  bumping up the job title, etc.
  • Eliminate any unnecessary steps in the interview process.  Use video interviewing instead of flying in candidates.  Trim down your interview team.  The number of interviewers will not equal better quality candidates!

All of these tips have worked for me and I hope they work for you.







Hiring Manager Series: Top Reasons Your Job is Still Open


5 Reasons Your Open Job is Not Filled


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.

1. Expectations Vs. Reality!

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. 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.



2.  Are you in a “Buyers” or a “Sellers” Micro Market?

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. 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


3. Location, Location, Location!

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. 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.



4. Is The Interview Process Helping or Hurting?  



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.

5. Are You And Your Recruiter On The Same Page?

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… 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.



Start Recruiting Like A Marketing Pro

Blog , Recruiting Blog

Start Thinking Like a Marketer


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.

  1. The money is in the list! Yes, email marketing is still the #1 way to make money with online ventures.
  2. It’s very hard to get people to give you their email address and grow your list. So when you get it – treat emails like gold.
  3. If you are spending money with online advertising (which you should), never send visitors to your homepage!  Paid ads will eat your budget quick!  Build a web page dedicated to educating and eventually moving prospects thru the buyer journey for your product or service.  We call these pages “landing pages” or “squeeze pages”.
  4. Only about 3% (or less) of the people that visit your site and that are on your list are in the market for what you are selling at the moment.  So create a lead nurturing campaign that keeps your list engaged over time.  This process needs to be automated.
  5. You are not a professional marketer. What looks and sounds good to you is probably not going to sell.  So test every subject line, every email, every pic, every web page, etc; and optimize messages for conversion.

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.






A Glitch in the New LinkedIn Recruiter Matrix

Blog , Recruiting Blog

Check your strings before they strangle you!

“Larry, legal wants to have a little chat with you about our nonsolicitation list and some emails that went out..”.  Well, that only has to happen a few times before you start building search strings that will keep this from happening.  -(“company name”, “2nd Co name”, another, “another one”) and selecting “Current” in the drop down in the “Companies” section in the advanced search section will usually do the trick in LinkedIn Recruiter.





One of the nice features of the New LinkedIn Recruiter product is the Custome Filters feature that enables users to build a nice list of companies to keep out of any searches and save it for future searches.  Of course, you can use these filters for other reasons: diversity sourcing, military sourcing, and building target lists).  Kind of like set it and forget it.


The New LinkedIn Recruiter Filters







Unfortunately, the “Companies” field in not able to exclude any companies at this time according to LinkedIn Support. This is not the end of the world for savvy sourcers who prefer to x-ray Linkedin using their favorite search, but for those companies who are paying a for LI Recruiter seats, this kind of sucks.


What does mean?

Currently, you can not enter a filter in LinkedIn Recruiter that will keep certain companies (like current employees) from showing up in your search results.

Check your strings before they strangle you! I’ll post an update once the issue has been resolved.


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:


Turn ATS Pain into Gain: How small changes can make a huge difference!



It’s Not Your ATS that sucks!  How to quickly improve your application process.

Summary: By taking small steps to fix your application process, you can change a frustrating process into a more enjoyable experience. One that builds up your brand, increases conversion rates, allows you to spend more time talking to qualified candidates and less time hunting.

How many recruiters and talent acquisition professionals are proud of their application process and how many of them actually try and do something about it?

“What would life be if we had no courage to attempt anything?”

― Vincent van Gogh

Taking just one step in the right direction is better than complaining and doing nothing.

The other day, I took a long drive in our RV. I was traveling along 35 North when I passed a young man. He was hitchhiking, but still walking along at brisk pace. While passing him by (as a rule, I don’t pick up hitchhikers) it occurred to me that this guy was walking toward his destination. I mean, who knows how far he was going? At least he was moving, taking steps towards his goal, rather than just sitting there waiting for someone to stop and give him a ride. I was actually inspired.

Now back to your application process. Here are some ideas you can implement:

  • Turn those robot autoresponders into valuable, trust building touchpoints. How? Take action! Have a touchpoint meeting.
  • Have someone on your team apply for one of your jobs.
  • Print screen every step of the process.
  • Create a diverse team (not just recruiters) to review each step.
  • Try reading each screen out loud in a robot voice!
  • Using Mingle or Trello, map every step of the process and share the project with the team. You might also start making and sharing changes for approval with whomever is responsible for giving that approval.
  • Make separate “boards” for each segment that is unique to recruiting. Example:  University Recruiting Process has a unique process and automated emails so they should get their own boards.
  • Start with the easy stuff.  How about that email everyone gets after they apply?  What if your team were to shoot a quick video that thanks them for applying.  Or, you might send them a list of frequently asked questions about the process so they know, up front, what the steps will be and how long they should wait.

Some talent acquisition teams have a mission statement or something close to that. Write whatever yours is on a whiteboard and prominently display it for all to see. This will serve as your compass during this exercise.

Here is a helpful blog post  by  the folks at Trello that will help you get started: