In the last two Weekly Picks, we featured the What’s New in Staffing & Recruiting right now, and we are here to wrap up this spotlight with the best of the Staffing & Recruiting web for the first half of 2017.
We’ve been wading through the information, the infographics, the data, and the tech talk, all to bring you the top Staffing & Recruiting hits in this mini-series.
Because we work with IT Professionals, Engineers, and others in the Tech Sector, we often don’t get a chance to check in with the work of *people connecting people*, which is really what we do and what we love.
There is so much to be excited about in how the Staffing Industry is changing and developing better tools for a better connections, professional relationships, and brighter workplace culture. We work with so many kinds of people in different kinds of jobs who are invested in different technologies and spheres of influence: it’s important to make sure that we are always offering the best to the people we work with in every part of the Equation.
Recruiters Share Their Pet Peeves
(This comes from one of our favorite Staffing & Recruiting sites–and Twitter feeds–Talent Culture🙂
If you are what you do and your career is a significant part of our lives (and for many of us, our identity) it is super important to support best practices for all job seekers by giving them insight into the Recruiting process. Here are some of the hottest tips from Recruiters on the front lines:
- Don’t waste space on your CV
- keep it short and sweet! recruiters/hiring managers care more about how well you did you job than what specifically you did
- It’s not just what you say — it’s also how you say it
- confident interviewers stand out!
- Don’t make a recruiter’s life difficult with an awkward filename
- simple enough but it helps, so you don’t get lost in the pile
- Don’t forget to do your research
- knowing your stuff before you walk in the door is half the battle–impress with your knowledge AND charisma
- Don’t be too flashy or outlandish with your CV
- JUST THE FACTS PLEASE
- Don’t give the appearance of being a flight risk
- hiring managers will want to know that you’ll stick around
Taking Talent Old School: How to Create a Positive Candidate Experience
(This comes from another of our favorite Recruiting sites–with tons of fun GIFs!–Recruiting Tools:)
Believe it or not, there ARE some ways that you can improve your Candidates’ interviewing and placement experiences. There will always be Recruiters, Hiring Managers, and Employers out there who do not play by the rules and do not treat your people the way that you’d like, but you can learn the tricks of the trade and start to avoid the worst experiences for the sake of your relationships, your business, and your Candidates.
Here’s the rundown:
Positive Candidate Experience Interviewing Protocol:
Treat all candidates as if they are the only candidate. Give them a fair shot, don’t shorten an interview because you liked someone else. Often my first reaction changed, not often but enough that short selling someone on their first 5 minutes could lose you the best person for a role.
Follow up quickly if there are inquiries during the process.
Use a rubric so that you ensure you cover the same topics with everyone. Certainly, going off script is fine, just make sure every candidate has the same baseline to make decisions on.
At the end of each process talk to each candidate you pass on personally. No dear john letters. The conversation can be short and sweet; however, they have invested in the process too and should be shown some dignity and respect. Most candidates know you are speaking to multiple folks so do not compare or contrast. You can reaffirm they have positive qualities and skills. Let them down easy. Also, offer to keep your eyes out for other roles.
And when you’re on the Interviewing side of things, here’s how you can offer a Candidate the best experience. (This comes from Marc Prosser of Fit Small Business over at Glassdoor🙂
6 Things to Remember When Interviewing a Potential Candidate
2.) Think of your questions beforehand.
3.) Remember that some interview questions – though seemingly harmless – are illegal.
4.) Give the applicant enough time to talk during the interview.
5.) **Spell out the next steps of the application process.
This is a key step for all applicants/Candidates–helps the rest of the process go smoothly for all!
6.) Don’t make rushed judgements and assessments after the first interview.
Job Postings: 7 Elements Your Job Descriptions Are Missing
(These tips come from our friends over at Recruiting Brief:)
- Answers to Important Questions
You don’t want your applicants leaving with more questions than when they first looked at the job posting. Make sure that you hit all the important marks like: Why wouldn’t they take a similar position with your competitor? What makes your company better?
- The Perks That Make Your Job Great
What sets your job apart from others like it? What will pull in the best applicants?
- A Competitive Edge
“The benefits and experiences a candidate will have could be what will ultimately sell them on the position.” These are your flags for how good the position really is.
- Details About The Money
The money is important, but it’s not everything. The details should be in there just so this area doesn’t take on more focus than it needs to!
- Exciting Visuals
We are living in the visual, digital, multimedia age! Break up text with some photos of the work environment to help contextualize the job.
**Your Company Culture
Company Culture is the most important information for a job posting–both for your applicants’ information AND especially for your mutual ability to determine if the placing will be a good fit.
- A Versatile Call to Action
This is your chance to include any information about HOW you would like to communicate with potential Candidates, how you would like to receive information about them or continue the conversation. This is how you tell them how it’s all going to go! Also your chance to make this job posting memorable–don’t go out without a bang!
10 Strategies for Recruiting In a Highly Competitive Job Market
- Build a solid employment brand. What makes your organization unique? Your Recruiters show know and be able to stay on message when working with Clients and Candidates.
- Be a great employer. Promote your company culture and apply for recognition for your successes and team achievements, so that you can mobilize all you’ve got toward the best talent acquisition.
- Have a competitive compensation and benefits package. This point cannot be stressed enough–the benefits package is the real message about how much you care about your employees, contractors, and placements.
- Have a good employee referral program. Referrals will always be your best and most cost-effective form of next-level Recruiting–this keeps the pipeline flowing!
- Give candidates a realistic job preview. Assume that job seekers are doing their research, and do yours. “Organizations should develop a career portal where active and passive job seekers can see a typical ‘day in the life’ of an employee.” This can be a fun component to promote.
- Make it easy to apply. All Recruiters should know what their applicants are going through and seek to make every step of the process as streamlined as possible.
- Build a talent community. Recruiting means Recruiting constantly and intensively–your talent community will help supply all parts of your network with open communication and good talent.
- Promote your brand! Build build build your social media presence, website, and network online. The more you reach out to other Recruiters, talent streams, and Client/Candidate pools, the more quickly you move toward your goals.
- Train hiring managers to interview well. See the above information about interviewing and preparing Candidates to interview!
- Consider boomerangs. Many big companies especially will want old employees back. Sometimes applicants needed to leave to acquire new skillsets. Whatever the reason, boomerangs are a good thing.
More Weekly Picks to Come!
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