Category Archives for "Recruiting Blog"

How NOT to Hire The Wrong Recruiter

Blog , Recruiting Blog



Why is it so hard to hire great internal Recruiters and Sourcers? (this post is a work in progress).

Here is my list of reasons why TA is so bad at acquiring talent for their own teams.  Do any of these sound familiar to you?

  • Talent Acquisition teams don’t follow the recruiting and hiring process when it comes to our own teams.
  • The “Magical Headcount Gods” will surely take away our open seats if we don’t hire someone ASAP.  We can’t afford to wait another 100 years.
  • We hire with our hearts and not our heads.  Does this sound familiar? “The team fell in love with her, can we please just make her the offer before we lose out, please…please…..”.
  • The person who makes the hiring decision does not know what skill sets the team really needs.
  • We sometimes get blinded by “Culture Fit” and hire clones of the existing team. This often leads to a toxic work environment.  Too much of a good thing can be a bad thing.
  • On the other side of culture coin, hiring the wrong culture fit can be a nightmare.
  • Hunters vs. Gatherers.  Hunters like updating the ATS and following your process just about as much as “Gatherers” like jumping right into situations without being fully prepared.  Don’ assume you need one or the other before getting an updated and true assessment the work being done.
  • Fancy .com syndrome.  Getting starstruck is easy to do.  Just make sure to stay objective and follow the process.


Tips & Tricks:  How to Hire Better Internal Recruiters & Talent Sourcers for your team.


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:



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.


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:


What Is Account Based Sourcing And Why Should You Care

Blog , Recruiting Blog


What companies do your high performing, culture fitting, star employees come from? What do they have in common?

Account Based Sourcing



 In my opinion, sourcers have a lot in common with SDR’s (Sales Development Reps), and ABSD (account based sales development) is the new buzz word in the world of sales and lead generation. This got me to thinking, what would a sourcing team look like and how would they function using “Account Based Sales” methodology?

What is Account Based Sales Development?

In a nutshell, it’s a way of organizing and approaching B2B prospects by identifying and creating a unique customer journey for each target account.  Typically, you will have multiple-touch campaigns (email and phone calls) created for a target account. As opposed to SDR’s having a region or industry to canvas, SDR’s would be tasked with focusing all outreach efforts on the entire target account company as a whole, rather than just emailing and calling random decision makers.


The more I learn about ABS/M (Account based sales/ Marketing), I think back to my agency days. Each account executive was tasked with coming up with a list of 10-20 target accounts for the upcoming year and was expected to become obsessed with every aspect of these companies (side note, some recruiters would get so close to the target companies, they were often hired by the target company). So why do in-house recruiting departments not organize themselves in a similar way?


Account-based marketing (ABM), also known as key account marketing, is a strategic approach to business marketing in which an organization considers and communicates with an individual prospect or customer account as markets of one. Account-based marketing is typically employed in enterprise level sales organizations.


Account Based Sales Development (ABSD) is the coordinated process of developing a qualified pipeline in a Target Addressable Market by running proactive sales development led by multi-touch sequences into target accounts. These coordinated and proactive email sequences make it possible to deliver relevant solutions and use case specific content to a specific buyer persona.



How to Implement “Account Based Sourcing”

Steps to follow:

  1. Identify the Talent Flow – Find out where your company star employees come from.
  • Run a report from your ATS (shame on you if you don’t know how – read the manual)
    • Ask your hiring managers which employees we (talent acquisition) should clone if we could.
    • Create a list of star hires and upload the list into LinkedIn Recruiter so you can let LI Recruiter find some basic similarities with your list (see pic below).
  • I like uploading lists into LI Recruiter for several reasons.  This way I can leverage all the work LinkedIn’s data scientist have done by using the report and analysis LI can do on a group of people.
  • Look for patterns in the group of stars.  Think of yourself as an FBI profiler trying to find something these people have in common.  {schools, degrees, hobbies, open source projects, companies, industries}
    • Get real creepy and see if you can find any common books, YouTube channels, Reddit channels, streaming music lists, video games, etc.  This will help you do some deep sourcing.
      • WARNING – by profiling a group of people and trying to clone them, we run the risk of perpetuating a non-diverse pool of candidates.
  • Create a list of target companies that are “feeders” to your organization.
  • Assign a target company to a sourcer/recruiter.  Imagine all the information we will gather about our feeder companies!

Once all that is done, use these steps to get yourself known at the company you’re interested in.

  1. Org chart the company.
  2. Proactively introduce yourself to every employee in that company and make it a point to follow up with everyone.
  3. Search your ATS and make alerts so that if anyone from your target company applies, you can do the phone screening.  Candidates that apply are more willing to explain the inner workings of the company.  I’m not saying to use them for info. What I am saying is that it makes sense to have someone who is vested in really learning and listening to what the candidate is telling you about their current situation.  Just think of all the information your team gets on phone screens every day. What do we do with that info? Nothing.
  4. In a few months, you will know things about this company like:
    1. Employee review cycles
    2. Bonus structures (or lack thereof), promotion system and timing.
    3. Employee benefits package
    4. Grade system and hierarchy of Job Titles
    5. Internal Politics
    6. Entire tech stack of each dept.
    7. Maintenance and backup schedules, code freezes, upcoming projects
    8. Financial health (Stock price, Layoffs, Cost Cutting, Leadership Changes, Merger and Acquisitions.)
  5. Sourcers can now give monthly (or weekly) updates on the landscape of the feeder companies.

I think you get the picture.  Instead of each recruiter having to figure out the right offer package and the hiring manager trying to figure out if a candidate can handle the pace and workload along with tech stack in the interview process, you will be able to submit a candidate with a wealth of information that will allow your process to speed up. We will be able to proactively engage with potential candidates with the right message at the right time.


Example:  We know Lisa M is ABC’s star android developer (because we have talked to all them and even the ones that left ABC company). We also know that there are rumours that ABC is going to be acquired by CDE.  Also, ABC’s stock is down and they have cancelled the annual company event that ABC is famous for along with a freeze on all new projects (thanks to Google alerts and a few chatty entry level employees who applied to a few positions last week).  You will know most of this before everyone else because you have been tracking ABC company for 8 months and have had coffee with the entire Android team.


What’s the Alternative?

The fire drill that happens at 9:00 a.m. when an executive from your company sends an email out to the Talent Acquisition Manager (CC’s all recruiters) asking us if we knew that CDE has announced layoffs and we should go after all of their developers. You guessed it, some lucky sourcer is going to have to stop everything and blast some spam emails to the entire development group of CDE company (along with 100 other firms). But wait, it gets better. Just after you have hit the SEND button on your little “fire drill 2016 campaign”, you get a few emails.  Since your team doesn’t have a CRM and not all the recruiters have LinkedIn License, you find out that several recruiters have already sent emails to their contacts at CDE company.  As a bonus, three hours later, legal replies to the email chain,  Please DO NOT SOLICIT ANY EMPLOYEES FROM CDE!  We have a non-solicitation agreement in place and doing so could severely impact our company financially.

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.

Which Recruiters get “Let Go” in a TechBubble? And What to Do About It!

Recruiting Blog





It’s easy to replace someone who spends most of  their time doing “busy work” and “tasks”. But painfully expensive and time-consuming to replace a strong professional who solves problems and has a powerful following (your talent tribe) . You rarely hear things like: “…we’re really going to miss her,  she really kept her inbox clean” or “Gees, how are we going to find someone else who hated change and didn’t evolve with the times”.

If you don’t have a strong personal brand, you will not be relevant for much longer.

Change is hard for some people.  But Change always comes!

Recruiters are in the connection business. It’s interesting when recruiters say “I don’t have a pipeline of qualified candidates”, But when asked what they are doing to build an ongoing pipeline of talent, don’t have any answers other than posting a job to a new site.  I guess I can call it job security.  I’m not trying to be mean. I get it, everyone is busy with stuff.

Typical Scenario: 

Q: Are you using Twitter or Facebook? Instagram or Snapchat?

A: I don’t have time to mess around with social media. I need to find candidates!

Result: The same as is was the last five years.

Don’t Be Your Own Worst Enemy!

This reminds me of the old school recruiters who refused to use email and the internet for recruiting. We would actually get in trouble if managers saw us emailing instead of calling.  Yes, I was recruiting before everyone had an email account and internet access.

Each recruiter is a business and has a unique brand!  I know it’s hard for some people to acknowledge this, so let me give you an example:

Q: If your life is on the line and you need to find and choose an attorney to represent you, what would be most important to you? 

A.) The reputation and track record of the law firm.


B.) The reputation and track record of the Attorney representing you?

Q:  If you need a specialist to perform a life-saving procedure on you or a loved one, which of  the following is more important when making a decision? 

A)  The reputation of the Hospital OR the reputation of the Doctor?

Yes, your company brand matters.  But people make relationships with other people, not logos and top ten lists.

The Recruiter of the future is one who takes the time and effort to attract and nurture a targeted pipeline of people, all the time, not just when you need them.

Let me help you!  Thanks


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