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2024-03-19T01:54:36Z
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8 Reasons Why Recruiting/Talent Acquisition is Actually Sales
tag:recruitingblogs.com,2023-09-19:502551:BlogPost:2346528
2023-09-19T13:25:24.000Z
Nelleke Maxwell
https://recruitingblogs.com/profile/NellekeMaxwell
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<p class="reader-text-block__paragraph"><span>If you’re not a fan of sales, then perhaps a career in Talent Acquisition isn’t the best fit for you.</span></p>
<p class="reader-text-block__paragraph"><span>Recruiting and Talent Acquisition, at their core, are about the art of persuasion and influence. The steps leading to successful candidate placements with long tenures and stellar performance are remarkably similar to the strategies employed by successful sales professionals when cultiva</span></p>
<p class="reader-text-block__paragraph"><span>ting lasting relationships with customers.</span></p>
<p class="reader-text-block__paragraph"><span>Let’s examine these sales strategies and explore how they closely align with the world of recruiting:</span></p>
<p class="reader-text-block__paragraph"><strong>1. Prospecting:</strong><span> This stage involves identifying your ideal candidate profile and determining how to effectively reach them. Just like top-notch salespeople, successful recruiters enga</span></p>
<p class="reader-text-block__paragraph"><span>ge in proactive outreach. They pinpoint their target audience and then compose a compelling message that motivates individuals to explore opportunities within their organization. In the world of Talent Acquisition, creating an irresistible message that entices candidates to interview with your company and actively reaching out to them is the cornerstone of attracting top talent.</span></p>
<p class="reader-text-block__paragraph"><strong>2. Outreach:</strong><span> Crafting persuasive messages that spark interest is a skill mastered by great salespeople. They can identify pain points among prospects and artfully convey how their product or service can alleviate these issues. In the context of Talent Acquisition, a similar approach is crucial. For instance, if you discover that a competitor is facing financial challenges, a resonant message might revolve around understanding their predicament and offering examples of how joining your company can provide stability. Traditional methods, such as posting job ads and waiting, often yield poor results, necessitating a proactive outbound campaign through digital channels and phone calls, mirroring the strategies employed by successful sales professionals.</span></p>
<p class="reader-text-block__paragraph"><strong>3. Qualifying:</strong><span> Effective salespeople are adept at qualifying prospects, ensuring they invest their time where the likelihood of closing a deal is highest. Similarly, recruiting demands meticulous qualification. It extends beyond evaluating fit in terms of experience, education, compensation, and culture. A proficient Tal</span></p>
<p class="reader-text-block__paragraph"><span>ent Acquisition specialist must delve deeper, assessing a candidate’s motivation to change jobs, considering other opportunities, gauging the influence of their family, and preparing for how they will handle their resignation and potential counteroffers.</span></p>
<p class="reader-text-block__paragraph"><strong>4. Identifying and Managing Red Flags:</strong><span> In both sales and recruiting, red flags often emerge, threatening to derail the process. Recognizing these warning signs is critical. Has the candidate suddenly gone silent or missed a task deadline? Are they reluctant to schedule additional interviews? Addressing these red flags promptly is essential. Weak salespeople and Talent Acquisition professionals often overlook or underestimate their significance.</span></p>
<p class="reader-text-block__paragraph"><strong>5. Balancing Two Customers:</strong><span> In Talent Acquisition, you must effectively serve two customers: the hiring manager and the candidate. Each party has specific needs and challenges. Understanding these needs and challenges enables you to take control of the process instead of relying on chance interactions between th</span></p>
<p class="reader-text-block__paragraph"><span>e hiring manager and the candidate.</span></p>
<p class="reader-text-block__paragraph"><strong>6. Negotiating:</strong><span> Negotiation isn’t a one-time event; it’s a continuous process that unfolds throughout the hiring journey, much like it does in sales. According to Oxford, negotiation involves “obtaining or bringing about by discussion” and “finding a way through.” Achieving agreement is an ongoing endeavor during the hiring process. It’s a mistake to treat it as a single event at the conclusion of the process.</span></p>
<p class="reader-text-block__paragraph"><strong>7. Closing:</strong><span> In simple terms, closing entails gaining commitment. While average salespeople might view the customer signing a contract as the ultimate closing act, similarly, mediocrity in recruiting equates closing with the candidate signing the offer letter. Exceptional professionals in both fields understand that numerous closing actions are necessary, with the contract or offer letter being the final step. These “closes” are commitments that candidates and hiring managers make throughout the process, such as agreeing to a specific salary, expressing interest, or</span></p>
<p class="reader-text-block__paragraph"><span> committing to various stages of the hiring process.</span></p>
<p class="reader-text-block__paragraph"><strong>8. Follow-up:</strong><span> Just as in sales, follow-up in recruiting is crucial for reinforcing a candidate’s decision to join your company and ensuring their commitment to stay. Additionally, follow-up with the hiring manager is essential to guarantee a seamless onboarding process and uphold their confidence in your Talent Acquisition efforts. </span></p>
<p class="reader-text-block__paragraph"><span>In summary, Talent Acquisition is indeed a form of salesmanship that hinges on persuasion, relationship-building, and effective communication. Recognizing the parallels between these two fields can empower recruiters to excel in attracting, engaging, and retaining top talent for their organizations.</span></p>
<p class="reader-text-block__paragraph"><span>see more at <a href="https://neeljym.com">https://neeljym.com</a></span></p>
<p class="reader-text-block__paragraph"><span>©2023 Neeljym Search Group All Rights Reserved</span></p>
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How to Build Strong Teams When Several Members Work Remotely?
tag:recruitingblogs.com,2022-10-17:502551:BlogPost:2339220
2022-10-17T11:00:00.000Z
John Tie
https://recruitingblogs.com/profile/JohnTie
<p><span><a href="https://storage.ning.com/topology/rest/1.0/file/get/10844738076?profile=original" rel="noopener" target="_blank"><img class="align-full" src="https://storage.ning.com/topology/rest/1.0/file/get/10844738076?profile=RESIZE_710x"></img></a></span></p>
<p><span>Remote work and virtual offices are one of the few positive transformations that were brought about by the pandemic. <a href="https://storage.ning.com/topology/rest/1.0/file/get/10844737498?profile=original" rel="noopener" target="_blank"></a> Operating regular offices in such a situation became one of the most challenging aspects…</span></p>
<p><span><a href="https://storage.ning.com/topology/rest/1.0/file/get/10844738076?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10844738076?profile=RESIZE_710x" class="align-full"/></a></span></p>
<p><span>Remote work and virtual offices are one of the few positive transformations that were brought about by the pandemic. <a href="https://storage.ning.com/topology/rest/1.0/file/get/10844737498?profile=original" target="_blank" rel="noopener"></a> Operating regular offices in such a situation became one of the most challenging aspects in the last two years and led to the emergence of work from home culture. The success of a team <strong>working remotely</strong> relies on various factors such as access to updated and advanced technology, communication amongst the employees, team building exercises, etc. Gradually and with experience, team leaders have learned the methods and practices they need to adapt to make a successful remote team.</span></p>
<p><span>It is indeed challenging to manage multiple team members working from their homes and ensure productivity as well as the well-being of all members. When employees have a strong sense of association with their team and leader, they tend to perform better, take accountability and see their growth and the organization’s growth as one. According to a 2018 ADP Research survey of 19,000 employees, workers who work as a team and feel closely connected with their colleagues are 2.3 times more likely to be engaged and productive. <a href="https://www.virtualemployee.com/" target="_blank" rel="noopener">Hiring a virtual employee</a> is not only cost effective but also refines the work quality you receive. The ADP Research study also suggests that physical proximity is not necessary to create a successful team. Working from the comfort of their homes has in fact increased the productivity, engagement and performance levels of employees.</span></p>
<p><strong><span>Building a remote team</span></strong> <span>and ensuring it runs smoothly takes constant effort and communication. It is now believed that a good team leader and an effective team can perform and contribute to the growth of their organization. This can be simply achieved by practising certain tried and tested methods designed for virtual teams. <strong>Team building activities</strong> can differ from one team to another and can be modified as per the nature of the team members and the work they do. However, it remains crucial that each team has their own culture of connecting, communicating, building a rapport and working together.</span></p>
<p><span>Some common tips and methods that can enhance remote team bonds and work standards are listed below:</span></p>
<p><span>-</span> Compensate for in-person interaction<span>: Employees might start feeling alienated when they work from home. If the minimum level of interaction among the team members is missing, it can make them feel disconnected and as a result, they may end up delivering sub-standard quality of work as well.</span></p>
<p><span>Work as well as non-work communication is essential to maintain coordination and produce quality work. In-person interactions can boost creativity and help a team leader in assessing the talent and potential of each member.</span></p>
<p><span>-</span> Constant virtual chat rooms<span>: Virtual chat rooms often referred to as the ‘water cooler moments’ are a necessity for the new work model. These chat rooms are aimed at bringing teams together to have conversations at regular intervals. These conversations can be work oriented as well as generic. The idea is that each member should feel connected, supported and heard, which are all essential characteristics of a growing team.</span></p>
<p><span>-</span> Email and chat overload<span>: Be wary of email and chat overload while working with a remote team because it can overwhelm and confuse your team members. They might even miss out on important emails and messages due to an overload. Additionally, team leaders should encourage employees to turn off work chats and emails after office hours. Employees need to feel that they get sufficient break from work.</span></p>
<p>- Most important forms of communication<span>: It is important to be mindful of the mode of communication you use while communicating with your team. The order of preference should be -Video – Audio – Chat - Email. Video communication is the most effective and a quick way of sharing briefs, ideas, feedbacks and answering any queries. Second in order are audio calls; you can communicate and get your message across with a certain level of clarity. Then come chats and emails. They should be used less often and as a last resort. Apart from quick and effective communication, audio and video calls also bring a personalized tone to your communication, allowing employees to feel connected.</span></p>
<p>- Video conference technology<span>: Video conferencing apps available to us are extremely helpful for remote teams to come together and share information and ideas. Team leaders can utilize these to communicate and provide information to their teams at once without having to send separate messages. It is also a great way to arrange group calls to celebrate special occasions and team achievements.</span></p>
<p><span>-</span> Establish a meeting schedule<span>: Team leaders must set a daily/weekly meeting time when they can get an update on each project and its progress. Team members can also get a sense of direction if they need it and give an account of their tasks.</span></p>
<p><span>-</span> Effective collaboration<span>: When multiple members of a team need to collaborate for a project or assignment, they should share information on the cloud for others to see and make edits as well as suggestions. This method saves time and enables remotely working members to come together and work in a hassle-free manner.</span></p>
<p><span>-</span> Set up and use a project management system<span>: A well-documented and updated project management system is absolutely necessary for remote teams. It keeps all members in the loop updated and informed. It also lessens the chances of any overlapping information or confusion.</span></p>
<p><span>-</span> Implement systems<span>: An organized and established system that all team members are familiar and comfortable with should be used on a daily basis to get work done on a daily basis - a software to record work, a step-by-step process to get projects approved and shared with clients, a tool to regularize attendance and leaves, etc. These systems become much more substantial while working remotely.</span></p>
<p><span>Apart from the above-mentioned practices, flexible working hours help employees manage their domestic and personal engagements without compromising on work. Also, quarterly reviews of each team member and constructive feedback provides them with a framework for future work expectations and improvements. Successful remote teams can be built by adapting to the changing work culture, recognizing the benefits of this change and maximizing their benefits. A team can be as good as its leader and also its members. An honest joint effort to reach the set professional milestones is possible with a remote team just as much as it is with regular offices.</span></p>
<p><span><strong>Hiring a virtual employee</strong> comes with its own set of apprehensions and benefits. Companies and businesses understand the cost effectiveness tied to this concept and often want to opt in for the same reason. However, this is certainly not the only benefit of working remotely or building a remote team of employees. Strategic and effective use of communication and tools available at our disposal today has made it possible for organizations to run virtual offices and produce similar, perhaps even better results. The management and support of a team leader plays a significant role in this new work format as well. Team leaders have the responsibility of supporting, including and encouraging the holistic growth of each member of their team in order to make a virtual team thrive.</span></p>
Re-Inventing My Best Recruiting Self in Tahoe Again: 14 Years after finding my Niche
tag:recruitingblogs.com,2022-07-13:502551:BlogPost:2336386
2022-07-13T03:30:00.000Z
Mike Rasmussen
https://recruitingblogs.com/profile/MikeRasmussen
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<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10641688093?profile=original" rel="noopener" target="_blank"><img class="align-center" height="1326" id="img442223" name="img442223" src="https://storage.ning.com/topology/rest/1.0/file/get/10641688093?profile=original" width="995"></img></a></p>
<p>I couldn't help but be at ease - knowing that I was arriving back in the very place my return to Recruiting Career pivot had taken off 14 years before - in Lake Tahoe for the 4th of July this past week.</p>
<p>See here:…</p>
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<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10641688093?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10641688093?profile=original" class="align-center" id="img442223" width="995" height="1326" name="img442223"/></a></p>
<p>I couldn't help but be at ease - knowing that I was arriving back in the very place my return to Recruiting Career pivot had taken off 14 years before - in Lake Tahoe for the 4th of July this past week.</p>
<p>See here: <a href="https://recruitingblogs.com/profiles/blogs/502551:BlogPost:214078" target="_blank" rel="noopener">https://recruitingblogs.com/profiles/blogs/502551:BlogPost:214078</a></p>
<p>So many things have changed since that time, but the themes I wrote about at that time are still relevant. I wish life wouldn't throw us curve balls, bend our timing, cause challenges, or put us in places of stress, but in a business that revolves around people that will always be inevitable. The key is to enjoy the journey. </p>
<p>Let me share some of the real life circumstances we have seen at the greater macro level that are adding to mental health challenges in our time where we must be able to navigate - albeit realizing that these have affected hiring managers AND candidates, and with it us recruiters. When was the last time you took a step back and allowed yourself to get back in the game, rev up your passion for your recruiting craft or took a moment to take it all in to transform your point of view on what it is you have been dealing with in the space of 3 short windy years? Here's a sampling of what you have faced:</p>
<p>>Fires in Australia and Lost Homes in CA to Wildfires</p>
<p>>Covid 19 for 2.5 years</p>
<p>>Lost jobs, lost livelihoods and millions of deaths</p>
<p>>A mini Recession and then a Crazy Labor Market followed by other factors</p>
<p>>Inflation</p>
<p>>Changes overnight to a work from office culture to a work from home culture</p>
<p>I could go on but these issues in and of themselves are crazy and a lot to take in. Of course then there's how all this affected people you knew, people close to you who lost their jobs, were shut in their homes, didn't have human interaction or lost a loved one along the way? Try being a leader in a local congregation charged with taking care of others. That was me. Where ever you have been, the loss of loved ones, friends, colleagues, work becoming blurred with home life, and all of this had to have taken a toll. Imagine worrying about your job while the entire world seems to be on Fire. That's a lot to take in in 3 crazy years isn't it?</p>
<p>As time went on displaced Recruiters were soon back at it, but their workloads were double, triple even. Unprecedented were the circumstances. In August 2021 after taking a new job I caught Covid and of course worried about it. My whole family caught it, and my neighbors also. Little did I realize that that had a profound affect on my stress. Today, you are more human than you might realize and your empathy as well as realization of how much your life MUST count is key to your moving forward. It was no longer about getting ahead - it was about survival. </p>
<p><span style="font-size: 16px;">For my part my mother had multiple entrances to the Hospital, and each time it was another stressor, I was across 2 states and couldn't be there as much as I wanted to be here for her. And then Covid hit. Day after day my Sr. Parents were at home by themselves, connected to the local congregation that supported them. Video calls were my way of connecting but even then, it just didn't feel right. Numerous meetings were held online, and managers shifted from the in-person interview to video interviews. That might be a thing to stay with us, but there's much to think about. Overnight cultures and work approaches changed. Your very way of interacting shifted.</span></p>
<p><span style="font-size: 16px;">At ADP where I worked managers wanted to be on camera more than ever before, and that was not an easy thing for some people. Beyond this, the cultures were shifting so fast, that to evolve and reinvent yourself in such an environment required you to rethink years of how you did things. I could go on.</span></p>
<p><span style="font-size: 16px;">Suffice it to say these have been 3 difficult years since the end of 2019 and start of 2020. Entering 2022 Covid is still with us. Recently, in the changes of the past few years, I made a Career Change to work for my Faith organization with the Church of Jesus Christ of Latter Day Saints last year in August 2021. That was a good move. But I left behind 9 years of memories and growth to recommit myself to a new way of looking at recruiting. The traditional lines of how I did my business had changed, good change for sure, but adaptation was absolutely essential and I'll admit I'm still adapting. On June 30th, 2022, after a long fight - having been diagnosed with Congenital Heart Failure my Mom's systems in her body finally gave up the fight. It was heart breaking but I also believe I will see her again. </span></p>
<p><span style="font-size: 16px;">So enter Tahoe. I found my opportunity for relevant quiet time. I had been on the go so fast and furious for months, that I had neglected a few things - that is self care. I was working hard, and putting in time to help my family. Go, Go, Go. It's all I had known for 3 crazy years. I had my moments of break away but I'll admit in recent months - the past 3 to be exact I had not taken time for quiet, meditation. As a human being will I be my best self when I'm moving at the speed of sound? 100% of the time? No stopping? Weekends even, just working hard and various things, but not even taking a moment to breathe. That was not a good mix. That was certainly not putting me in my strongest balance. You see, I was trying to move things forward on multiple fronts. Add to this a new work culture and adjusting in a first year career move, and that's quite a bit there. Balance. So key to your success. It MUST be part of your mindset. It MUST be part of your essential approach to living. </span></p>
<p><span style="font-size: 16px;">Then Mom passed recently. In all my years as a human being, something hit home. I have just a Few years to make time with my family, and make it count! I have just a few years to be moving the needle in the direction it needs to go. I can't be go, go, go all the time! My faith even teaches about that, and I'm working for it now. The lesson that needed to reach me most of all was the loss of Mom. It hit like a thunder bolt. Being at her funeral, surrounded by family suddenly if I was to totally reinvent myself yet again, (always be growing right?) I would need to have balance in my life, and enough time for quiet reflection, enough time to rise to a proactive approach to my recruiting venture. I couldn't sell myself short by not giving myself time to reflect, innovate, and grow. So here was the lesson - the difference from 3 months of go, go, go, it was actually time to sit still for a moment, write down some goals, and drive forward by working smarter, not harder. Hence these were all the circumstances and lessons needed to hit a reset of sorts, drive ahead and become better at life overall, not just in recruiting.</span></p>
<p><span style="font-size: 16px;">So, in Tahoe it was a turning point, one that I think will guide me for further growth, and move me to my best self. I see that now, that I will need quiet introspection, write more recruiting articles again to gain the innovative ideas to drive my recruiting desk and thrive. While I am a good recruiter, when you are on overdrive in your life you are bound to burn out. That's exactly what happened. And then losing my Mom hit me so hard in the heart. My best friend. My cheerleader, my most cherished Coach was gone. She had Anxiety, it runs in the family, and I possess it too. My advise as a Recruiter is this. In order to give your best self, you must find centering time. All the more important when you are in a people business. So I feel renewed and reinvigorated again. The human condition is such that, you must be authentic to connect with your candidates, and hiring managers - for when YOU are human - your very recruiting vibe will start to change. People will begin to notice, the reinvention will hit your soul completely and coherently. </span></p>
<p><span style="font-size: 16px;">I made peace with the loss of my mother over the past few weeks. I made peace with my Recruiting desk and the way I approach it, furthermore, the way I drive results will change. Proactive follow-ups, moving results, doing things for the right reasons, and taking time for self care, will ALWAYS be important. Here is one of my most important advocates and friends, next to my Mom it's my wife. She moves me. She helps me see the other side of an issue, and she anchors our family. When challenges emerged during Covid 19 she was a stabilizing influence on me, and the way I recruited, and kept things moving. Today, you may have to reinvent yourself, as the staffing realm has completely changed. Issues today are entirely different than when I started on the recruiting path all those years ago. Yet, I'm a better man for the lessons learned. For a time, I kept myself humming along, go, go, go. I forgot to think of one thing - that self care, and time out for reinvention would be the factors for success on the road ahead.</span></p>
<p><span style="font-size: 16px;">Take time for yourself today, just because. Take time to reinvent yourself just because. Serve your community just because. Forgive that difficult hiring manager, forgive that tough candidate. For 3 years everyone has been in a tough place - give the human beings around you some Grace and understanding. For now, that little touch of goodness can change a life. I have anxiety, through Covid I have seen people struggle, be hurt, tough it through, but deep down they were hurting, they were feeling the pinch. TODAY, do things a bit differently. You have but one life to live, and life is incredibly fragile - you won't be good for anyone until you realize you need to take care of yourself first and foremost. </span></p>
<p><span style="font-size: 16px;">To fight the battles you must win will take your whole self. In a human business like this, you will need to get ahead of the curve to drive results. When you start driving things, the entire dynamic and method of your delivery will change in ALL areas of your life. For me, I needed a reset - just because of where I was. Not that I was doing anything necessarily wrong, I just wasn't taking enough time, to reconnect, reset, and make new goals, short term that is. I have my long term ones. But these macro level issues caused by 3 years of shifting, and changing circumstances, I hope make us realize just how important it is to show up and keep trying when everything is moving in tandem to create new realities and adaptations.</span></p>
<p><span style="font-size: 16px;">It was standing looking over a bright blue lake yet again, I reconnected with my most effective staffing self once more. Like I wrote all those years ago, Finding your Niche is especially important, equally so is knowing when you need to take a moment to reset and recharge. Do you work through your lunches without stopping to eat? Do you drive forward to such a degree that you are not making enough time to think in an innovative way? These are key factors. They are essential for staffing success now and into the future. No matter what happens, I have an Angel mother looking down on me now, and I feel to honor her legacy is to make time, make time for reset, re-engineering planning in your career and life, and making time to be close to your loved ones. </span></p>
<p><span style="font-size: 16px;">You see work life balance isn't just a buzz word anymore, it's a factor where the lines have been blurred. So as you recruit remember one thing, the people you are recruiting for jobs have families, lives, and wishes. If you are on a path where you are taking better care of yourself, your entire recruiting landscape will transform, change, and move with you. I'm looking forward to where this reinvention journey and momentum moves me to. </span></p>
<p><span style="font-size: 16px;">It seems like Tahoe renewed the fire within me once again, and after all we've been through - doesn't it make sense to make every moment in your life count? Standing next to my wife in this picture with the beauty of Lake Tahoe behind us, spending a week connected as a family planning my mother's funeral and turning sorrow into a celebration of life, I learned one thing - that life is too short not to make each and every moment count. Take nothing for granted. Hug your kids, hug your wife, love your parents, make one more phone call, make one more effort to call that candidate back, make one more effort to be a genuine, authentic human being. Let people see you at your most capable and your best. Let reinvention be your mantra and Kaizen your gift to your workplace and humanity - then your Recruiting game will be even more elevated - hiring managers, your candidates, your colleagues, your family, your loved ones, will see the change - and it will be worth it. I guarantee it. </span></p>
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Research - To find it, you must understand it!!!!!
tag:recruitingblogs.com,2022-05-09:502551:BlogPost:2333434
2022-05-09T20:14:29.000Z
Dean Da Costa
https://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10475630852?profile=original" rel="noopener" target="_blank"><img class="align-center" height="320" src="https://storage.ning.com/topology/rest/1.0/file/get/10475630852?profile=RESIZE_710x" width="640"></img></a></p>
<p align="center"><b>Research - To find it, you must understand it!!!!!</b></p>
<p><b> </b></p>
<p><b>Research Comes First</b><span> </span>– Research is the key to success for any great sourcer. Research to learn what you are looking for, what it might be called or known as, and where it might be found. Research is the beginning step for all great…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10475630852?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10475630852?profile=RESIZE_710x" class="align-center" width="640" height="320"/></a></p>
<p align="center"><b>Research - To find it, you must understand it!!!!!</b></p>
<p><b> </b></p>
<p><b>Research Comes First</b><span> </span>– Research is the key to success for any great sourcer. Research to learn what you are looking for, what it might be called or known as, and where it might be found. Research is the beginning step for all great sourcers. Every great sourcer should have an organized library of resources. Whether this comes in the form of organized bookmarks and favorites or a notebook, it is imperative to track your research. Sourcers also understand the necessity of tracking their research and search strings using research forms. My research form includes synonyms to keywords, a list of competitors and their url’s, as well as associated sites and universities that offer the particular discipline among other things. I have a research folder in my favorites that include subfolders for associations, company profile information, company financial profile information, industry resource folders broken down by discipline as well as news resources and a variety of other links.</p>
The big T word, the Transition from Military to Civilian!!!
tag:recruitingblogs.com,2022-03-28:502551:BlogPost:2331473
2022-03-28T19:57:04.000Z
Dean Da Costa
https://recruitingblogs.com/profile/DeanDaCosta
<p style="font-weight: 400;"><a href="https://storage.ning.com/topology/rest/1.0/file/get/10244251265?profile=original" rel="noopener" target="_blank"><img class="align-center" height="300" src="https://storage.ning.com/topology/rest/1.0/file/get/10244251265?profile=RESIZE_710x" width="458"></img></a></p>
<p></p>
<p style="font-weight: 400;">For those transitioning out of the military into the civilian world, it may be very stressful and downright scary. How do you take all you learned and accomplished, done and transfer it to a civilian occupation. It is tough and very daunting, but it can be done. I am ex-military and I did…</p>
<p style="font-weight: 400;"><a href="https://storage.ning.com/topology/rest/1.0/file/get/10244251265?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10244251265?profile=RESIZE_710x" class="align-center" width="458" height="300"/></a></p>
<p></p>
<p style="font-weight: 400;">For those transitioning out of the military into the civilian world, it may be very stressful and downright scary. How do you take all you learned and accomplished, done and transfer it to a civilian occupation. It is tough and very daunting, but it can be done. I am ex-military and I did it. Below outlines some of the things you will need to get and do, and some resources available to help.</p>
<p></p>
<p style="font-weight: 400;">First, use your ACAP (Army Career Alumni Program) or transition service office on your installation. They will have a lot of great resources.</p>
<p></p>
<p style="font-weight: 400;">Next, gather all your training certificates, your reviews, your 2–1, make sure you get an AARTS transcript (<a href="http://aarts.army.mil/Order.htm"><em>http://aarts.army.mil/Order.htm</em></a>). Also, ensure you have all the various manuals that describe your MOS. Also, make sure you have access to a computer and can access the DOL website. There will be a list of occupations and what each does. Also below are some other useful resources:</p>
<p></p>
<p style="font-weight: 400;"><a href="http://www.careerkokua.org/ce/mi/employment/article.cfm?id=19"><em>http://www.careerkokua.org/ce/mi/employment/article.cfm?id=19</em></a></p>
<p></p>
<p style="font-weight: 400;"><a href="http://careers.stateuniversity.com/pages/100000329/Resumes-Members-Military-Transitioning-Civilian-Careers.html"><em>http://careers.stateuniversity.com/pages/100000329/Resumes-Members-Military-Transitioning-Civilian-Careers.html</em></a></p>
<p></p>
<p style="font-weight: 400;"><a href="http://www.careeronestop.org/MilitaryTransition/"><em>http://www.careeronestop.org/MilitaryTransition/</em></a></p>
<p></p>
<p style="font-weight: 400;"><a href="http://www.quintcareers.com/former_military.html"><em>http://www.quintcareers.com/former_military.html</em></a></p>
<p></p>
<p style="font-weight: 400;"><a href="http://www.rileyguide.com/vets.html"><em>http://www.rileyguide.com/vets.html</em></a></p>
<p></p>
<p style="font-weight: 400;">Naturally, there are more, you may use this simple search string to find them: “Transition And Military And Civilian” or “transitioning from military to civilian.” Put either into your web search and you will see a lot.</p>
<p></p>
<p style="font-weight: 400;">Once you have all that, you can start to figure out what it is you are trained to do in the civilian world and write a resume that is geared to that vocation. For resume writing, go to this link<span> </span><a href="http://www.recruitingblogs.com/profiles/blogs/your-resume-the-key-to-new"><em>http://www.recruitingblogs.com/profiles/blogs/your-resume-the-key-to-new</em></a><span> </span>it will explain how to write a resume that will get the job done. You may also get resume writing tips from some of the links listed above under resources. Also, go to the link below for tips on job-hunting<span> </span><a href="http://www.recruitingblogs.com/profiles/blogs/the-job-of-finding-a-job"><em>http://www.recruitingblogs.com/profiles/blogs/the-job-of-finding-a-job</em></a>.</p>
<p></p>
<p style="font-weight: 400;">The biggest thing is figuring out what you can and want to do and then go for it. For instance, if you were a 75B, you probably qualify for some jobs within HR. Do not forget to use your educational benefits, to gain new or more training or education to enhance yourself.</p>
<p></p>
<p style="font-weight: 400;">Above all, remember you are not in this alone. There are groups and organizations out there that can help, VFW, for example. In fact, if you have any questions or need any help contact me at<span> </span><em>star434343@comcast.net</em><span> </span>and I will be happy to help you.</p>
Words and Phrases to Recruit by!!!
tag:recruitingblogs.com,2022-02-22:502551:BlogPost:2329093
2022-02-22T01:12:50.000Z
Dean Da Costa
https://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10143726669?profile=original" rel="noopener" target="_blank"><img class="align-center" height="272" src="https://storage.ning.com/topology/rest/1.0/file/get/10143726669?profile=RESIZE_710x" width="424"></img></a></p>
<p><strong>Words and Phrases to recruit by!!!</strong></p>
<p><strong>In no particular Order</strong></p>
<ol>
<li><strong>Take control!!-</strong> This means to come in and establish yourself with your client. You must establish credibility, in order for them to truly work with you and for you to have the type of presence needed to be viewed as the…</li>
</ol>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10143726669?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10143726669?profile=RESIZE_710x" class="align-center" width="424" height="272"/></a></p>
<p><strong>Words and Phrases to recruit by!!!</strong></p>
<p><strong>In no particular Order</strong></p>
<ol>
<li><strong>Take control!!-</strong> This means to come in and establish yourself with your client. You must establish credibility, in order for them to truly work with you and for you to have the type of presence needed to be viewed as the "Recruiting Master" and SME.</li>
<li><strong>Establish Process!!-</strong> Make sure you establish the process you will use to help your client fill positions. A well-established and agreed-upon process makes it easier all around. Everyone knows what to expect from you and what is expected from them. Go so far as to create an SLA or SOW even.</li>
<li><strong>Go beyond the Basics!!-</strong> This means to go more than the minimum. If looking for a VB person does not just search under VB, spell it out Visual basic. Find more about it and see if there are other names or acronyms that can be used for it. Is it part of a bigger product? Find out more about the JD, really understand it. Maybe even go so far as to shadow someone doing that job for a few hours. Get a copy of a resume of someone who is doing it now and really doing well. When searching does not just use "resume" use CV, Curriculum Vitae, Bio, Profile. Do not just search in a paid site and that is all. Utilize all the search and recruiting sources available (I will be listing some at a later post). In other words, do not just do what is easiest or is basic recruiting. Do more, go above and beyond.</li>
<li><strong>Over Communicate!!-</strong> As with any relationship communication is key. I have found it is far better to over-communicate than under-communicate. Clients appreciate knowing what is going on and one of the biggest complaints about recruiting is lack of communication. One of the biggest ways to do this is to manage your inbox. Do not let it become overwhelming and a place where emails go to die. Stay on top of it. Create rules and alerts to help deal with some of the emails and see #6 below.</li>
<li><strong>Warp Speed!!-</strong> This means simply work fats, work like it is important because it probably is. Do not procrastinate and put things off. You will find that usually when you do, things creep back upon you and you run out of time. So work a "Warp Speed", meaning work as fast as you can while not giving up quality. Trust me your clients will appreciate it and you will find it gives you more time later.</li>
<li><strong>Multi-Task!!-</strong> This simply means to do more than one thing at a time. Do not just source on the internet for one particular job, when you could have several windows open, sourcing in multiple places, for multiple jobs. Learn how to do more than one thing at a time, and you will find you have more time for those emergencies that always come up.</li>
<li><strong>Organization and Planning are the glue!!-</strong> This is by far the most important one of all. You must know how to organize and plan your time effectively. As an example, one of the biggest problems recruiters have is finding time to source. This is most true of corporate recruiters who get sucked into all sorts of things. Well simply put sourcing time on your calendar for every day. This guarantees you time to source. But do not just stop there. Go in with a plan. Know your openings and have them prioritized. Set a number of candidates you want to find for a given opening on a weekly basis. Do your sourcing at the time you set forth, but follow your plan. If you have 50 openings, and you have decided 5 for each a week is good, Then use your sourcing time to find your 5 candidates for the first opening and then move on to the next. This ensures you will find candidates for all your openings, and usually will leave you some time left. Most recruiters I know when they do source get so caught up in one opening, by the time their sourcing time is done, they have only sourced for one opening and have numerous more they have done nothing with.</li>
</ol>
<p> </p>
<p>All of these words or phrases will help you be a better recruiter. As you can see, they all connect in some way. So, if you do them all you will excel. But, of course, keep in mind. These are not the only ones. These are just the ones that I have found have served me the best</p>
Proactive vs Reactive vs Just in time vs Pipelining!!
tag:recruitingblogs.com,2022-02-07:502551:BlogPost:2328492
2022-02-07T19:23:31.000Z
Dean Da Costa
https://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10079175063?profile=original" rel="noopener" target="_blank"><img class="align-center" height="286" src="https://storage.ning.com/topology/rest/1.0/file/get/10079175063?profile=RESIZE_710x" width="508"></img></a></p>
<p><em>So one thing I have been hearing a lot of is Proactive vs reactive vs just in time vs pipelining. Or more specifically what do they mean. So here we go;</em></p>
<p><em> </em></p>
<p><em>Proactive; when someone, usually a staffing professional, proactively goes out and searches for candidates. Of course you are still publishing the position every…</em></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10079175063?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10079175063?profile=RESIZE_710x" class="align-center" width="508" height="286"/></a></p>
<p><em>So one thing I have been hearing a lot of is Proactive vs reactive vs just in time vs pipelining. Or more specifically what do they mean. So here we go;</em></p>
<p><em> </em></p>
<p><em>Proactive; when someone, usually a staffing professional, proactively goes out and searches for candidates. Of course you are still publishing the position every place.</em></p>
<p><em> </em></p>
<p><em>Reactive; when the only thing done to find candidates is you advertise or place your job description someplace it will be seen. Usually in this case no one is in a big hurry to fill the position, or the planning around the opening was really bad.</em></p>
<p><em> </em></p>
<p><em>Just in Time; this means you wait till you have a need, this usually happens when an unforeseen event takes place.</em></p>
<p><em> </em></p>
<p><em>Pipelining; to find candidates that meet both current and future needs, and these needs are usually constant.</em></p>
<p><em> </em></p>
<p><em>So what does it all mean? Well, if you are using mainly proactive staffing, you are out their looking, trying to proactively find the best and brightest. Usually your time to fill is much lower and you are adding value.</em></p>
<p><em> </em></p>
<p><em>If you are using reactive staffing, you are not being proactive, instead you post and wait for someone to come to you. This is usually a byproduct of hiring managers not being in a hurry, or not wanting to be bothered or even the recruiter themselves thinking the Company name will bring the people to them or even the recruiter not knowing how to be proactive. We also call this post and pray. This is the least affective way to recruit. It also usually has the worst candidate satisfaction.</em></p>
<p><em> </em></p>
<p><em>Just in time staffing means you wait till there is a need and then try to fill it. This is very prevalent in the business world. This should be the exception not the rule and should only happen sporadically when something happens you can’t account for. This is different than reactive in that with this you can still proactively go find candidates.</em></p>
<p><em> </em></p>
<p><em>Lastly is pipelining, this is when you recognize a continuing need or forecast an upcoming need and start looking in advance.</em></p>
<p><em> </em></p>
<p><em>So another way to look at it this</em></p>
<p><em> </em></p>
<p><em>Pipelining, Just in time and proactive all can have both job postings and being proactive</em></p>
<p><em> </em></p>
<p><em>Reactive is only post and pray</em></p>
<p><em> </em></p>
<p><em>Now which is best? That depends on the situation. Which should you use? Again, depends on the situation. However, in a healthy, thriving company with a good staffing function you should be using at least 2 of the 4. Mainly it will be Proactive, and Pipelining. The 3<sup>rd</sup> Just in Time should be rare and only in special occasion when there was no way to foresee something coming. The 4<sup>th</sup> reactive is not a good thing. It is usually is a sign of a problem within the company. It means that the company is not doing a good job of planning, of having plan. It also can happen with companies that bid on projects and the people doing the bidding are not including recruiting in the process. This can create a large number of issues such as not having enough viable candidates due to location or pay.</em></p>
<p><em> </em></p>
<p><em>In the end we should all be striving for Proactive recruiting, with pipelining as part of it and just in time a rarity. With no reactive recruiting.</em></p>
The dumbing down of staffing!
tag:recruitingblogs.com,2022-02-15:502551:BlogPost:2329126
2022-02-15T00:21:17.000Z
Dean Da Costa
https://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10104483867?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/10104483867?profile=RESIZE_710x"></img></a></p>
<p>That’s right; I said it, “The dumbing down of Staffing”. As much as we all love technology, and tools, I mean one of my monikers is “the Tool Guy”, technology and tools are dumbing us down. What I mean by that is we have a breed of staffing professional, that all they know is checking their ATS, checking the Monsters, LI, Dices, CareerBuilder’s,…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10104483867?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10104483867?profile=RESIZE_710x" class="align-center"/></a></p>
<p>That’s right; I said it, “The dumbing down of Staffing”. As much as we all love technology, and tools, I mean one of my monikers is “the Tool Guy”, technology and tools are dumbing us down. What I mean by that is we have a breed of staffing professional, that all they know is checking their ATS, checking the Monsters, LI, Dices, CareerBuilder’s, etc., and that’s all. Even a lot of our experienced professionals are relying so much on tools and technology they have forgotten how to do their job without the tools and technology. How to do their job without paying for these tools, they have forgotten the basics of staffing, part of which is thinking. Thinking about all the variables, thinking about a complete sourcing plan, and thinking outside the box. When those things (job boards, LI) run out or fail, their done. Heck as a whole I am finding a lot of staffing professionals forgetting about how we used to do things and do it for free.</p>
<p> </p>
<p>Do not get me wrong, I know tools, I use tools, but I also use what made staffing great, the old school tried and true techniques that many staffing professionals have forgotten. Things like x-raying, peeling back, ASA, Boolean, doing your research first, thinking outside the box, hunting, and so much more (I call these “the staffing building blocks” (SBB)). I recently was talking to a few staffing professionals, I started talking about some of the techniques I mentioned above, and while they heard about them, and could even perform some little simple searches using these techniques, they really did not understand how they worked or just how much you could do with them. They did not understand how you could use zip codes in google to ensure your results were from a specific geo. They did not know you could source for people in LinkedIn without having a LinkedIn account.</p>
<p> </p>
<p>Obviously I was amazed, but they explained we have tools that can do all of that for us, and do it quicker. I asked them if they had any openings they have not been able to find someone for. I got 1 person saying yes; it was a very specific, security developer with a particular background. So I said let’s all look, right now. They all used their tools, and I used the old school techniques. When we were done we compared results, in the end I found everyone they had found and about 30% more, and while I took about 5 minutes longer, given I found significantly more, and it was free, the extra time was not an issue. We then looked at them all, I had all the ones they did, and of the 30% I found they did not, 90% were on the mark, with the other 10% were really really close. The difference was I did my research, and was able to search places they did not, using SBB. They were amazed and what started as a simple meeting, turned into a full on training session on SBB. I even showed to their wide amazement how to find work emails for people for free, and validate they were correct for free. The reason I specify for free is there are now tools you can pay for that will do this for you, well all of it except validate it. I tested them I was as fast and that included the validation.</p>
<p> </p>
<p>Added to a dumbing down on our sourcing skills, comes a dumbing down of our research skills. I asked, and was amazed how few of the staffing professionals I was speaking to, actually did any research about what they were looking for before they started. Most all said, why waste time, when the JD says most of it, and the tools will find it all. I said really and asked a simple question, give me the words you would use to find a “java” person. All I want was the relevant words for “Java”. Pretty much all I got was Java. After having everyone do about 5 minutes of research, they found out a whole bunch of other terms they should be using.</p>
<p> </p>
<p>However this “dumbing down” is not just about sourcing or reseaching, it is about candidate engagement. These same groups of staffing professionals, pretty much do not pick up the phone, or use texting. They email, or inmail if LinkedIn, but that all. I was like really, you do not think after sending an email you might follow up with a text or call the next day? They did not understand that emails can get trapped in junk folders, or not even get there. I simply explained to them if the candidate was good enough to send an email they should be good enough to call or text and doing so would increase their response rate. Of course I explained to them not to use the standard we have a job for you, but instead get creative.</p>
<p> </p>
<p>Staying with the telephone, I asked if anyone ever tries to put together org charts for companies. They all said yes and I asked how? As I expected they all said using sites like Cogmap. I asked what they do when they get all that those sites have and they still do not have everything they need. The answer was “nothing”. I asked why not call into these companies, why not try to use your telephone skills, combined with the info you have to see If you can get someone to tell you more? Why not use Boolean to try and find more info. The reaction was a dumb founded look of, I did not know you could or how to do that. That’s when it became obvious that “The dumbing down of Staffing” is well on its way to becoming an epidemic, one that can only be solved with training on the basics of staffing, and sourcing.</p>
<p> </p>
<p>Now lets add to this dumbing down of staffing is the notion why be proactive, why bother. Just put out your JD, look at Job Boards this includes Linkedin, and wait. No need to be proactive just wait, after all eventually you will get someone to apply. Of course, some will say hey I search on job boards and linkedin for people. They think that is proactive. Not realizing all you doing is seeing the same people over and over again. That’s not proactive, that is reactive repeatness. Meaning hey they already put their resumes out there and made it clear they are looking, half the work is done for me, and again not realizing they are seeing the same people over and over again. When it comes down to it though it is more about the fact they can’t source outside of a database.</p>
<p> </p>
<p>I am not saying you do not use technology, or tools. What I am saying is overlay those tools, with the basics of staffing and sourcing. Something that a lot of staffing professionals right now do not or cannot do. The way you can use these tools, and the results you can get would dramatically increase if you understood the basics. Perhaps most importantly be proactive with your searching.</p>
<p> </p>
<p>“The Dumbing down of Staffing” is here, and is happening, and only those who remember to use and or take the time to learn the basics, be proactive will survive and truly flourish and be worthy of calling themselves “Staffing Professionals”.</p>
Complacency is a recruiters worst enemy!!
tag:recruitingblogs.com,2022-01-17:502551:BlogPost:2325081
2022-01-17T22:03:40.000Z
Dean Da Costa
https://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10019317864?profile=original" rel="noopener" target="_blank"><img class="align-center" height="373" src="https://storage.ning.com/topology/rest/1.0/file/get/10019317864?profile=RESIZE_710x" width="604"></img></a></p>
<p>Recruiters can suffer from the same negative effects of success that anyone else does. The main issue is complacency. Sometimes a recruiter or anyone who has great success can become complacent. Sit back on their laurels so to speak. Sometimes with recruiters, it can also happen because they think they know the business they support too well, or they…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10019317864?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10019317864?profile=RESIZE_710x" class="align-center" width="604" height="373"/></a></p>
<p>Recruiters can suffer from the same negative effects of success that anyone else does. The main issue is complacency. Sometimes a recruiter or anyone who has great success can become complacent. Sit back on their laurels so to speak. Sometimes with recruiters, it can also happen because they think they know the business they support too well, or they have a lot of candidates in the pipe. However, the reality is there is no such thing as too many because inevitably, some will fall off for varying reasons such as; change their minds, failing tech screen, cannot relo, HM changing their mind, etc... Then you are stuck with not enough because you became complacent.</p>
<p> </p>
<p>In some cases, the complacency comes from thinking they have so much experience they know it all. Trust me you do not. I have over 30 years in staffing and I still attend at least 2 webinars on staffing, recruiting, boolean searches, social media, etc.. every month. Trust me you never know it all, there is always something new, sometimes it is directly related to staffing, sometimes it is Program management, sometimes time management. There is always something you can learn, some new knowledge, skill, or tool you can add to your skills set to make yourself better.</p>
<p> </p>
<p>The point is, no matter how good you think you are, there is always someone better. No matter how successful you are there is always someone more successful or a way for you to be more successful. Do not become complacent. Continue to strive to be better or I can guarantee you someone, and maybe even the whole industry will pass you by.</p>
Leaders VS Managers
tag:recruitingblogs.com,2022-01-11:502551:BlogPost:2323350
2022-01-11T22:14:03.000Z
Dean Da Costa
https://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10002121056?profile=original" rel="noopener" target="_blank"><img class="align-center" height="317" src="https://storage.ning.com/topology/rest/1.0/file/get/10002121056?profile=RESIZE_710x" width="564"></img></a></p>
<p style="text-align: center;"><span style="font-size: 18pt;">Leaders VS Managers</span></p>
<p><span style="font-size: 18pt;"> </span></p>
<p><span style="font-size: 18pt;">Recently I was asked by a fellow professional what is the difference between a leader and a manager. I thought long and hard about it, and came to several realizations. Now keep in…</span></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10002121056?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10002121056?profile=RESIZE_710x" class="align-center" width="564" height="317"/></a></p>
<p style="text-align: center;"><span style="font-size: 18pt;">Leaders VS Managers</span></p>
<p><span style="font-size: 18pt;"> </span></p>
<p><span style="font-size: 18pt;">Recently I was asked by a fellow professional what is the difference between a leader and a manager. I thought long and hard about it, and came to several realizations. Now keep in mind my point of reference for this is based on my 12+ years in the military, which includes during wartime, and my 25+ years amongst the professional ranks.</span></p>
<p><span style="font-size: 18pt;"> </span></p>
<p><span style="font-size: 18pt;">For one, you can be a manager but not manage anyone. There are a lot of positions out there that are titled manager or management that do not have direct people managing requirements. While the only way to be a leader or be in a leadership role is to lead people. Leaders are born, managers are created.</span></p>
<p><span style="font-size: 18pt;"> </span></p>
<p><span style="font-size: 18pt;"> In addition, anyone can be a manager, only a select few can be leaders. A manager(if they are managing people) can have influence over people because of their title without ever having earned that influence, respect, or trust. A leader, will not only have that influence because of their title, but they will have earned it through deeds, they will be respected because they earned it, and they will be trusted by the people who work for them because they have proven they are trustworthy. They will have a way about them, that demands respect. This is something that cannot be made or learned you either have it or you do not. Sometimes it takes a while before it shines through, but if you have this elusive ability sooner or later it will be clear, you are a leader.</span></p>
<p><span style="font-size: 18pt;"> </span></p>
<p><span style="font-size: 18pt;">A true leader knows how to utilize all 3 leadership styles, authoritarian, participative, and delegative. They will know when and how to use them. They will lead by example. They will make those around them better. They will also live by the simple rule of "taking care of others, takes care of yourself". This means for the purpose of leaders very simply, if you truly take care of your workers, they will want to reciprocate and take care of you. The only true way for a worker to take care of their leader is to do their jobs in an outstanding manner. Which in turn makes the leader look good. A true leader will understand everyone makes mistakes, and the key is not repeating the same mistake over and over again. A great leader does not need to be an expert at anything other than leading to get a job done, of course, it does help if you have the technical skills or knowledge.</span></p>
<p><span style="font-size: 18pt;"> </span></p>
<p><span style="font-size: 18pt;">A manager will usually be an expert in a process or procedure or skill. Maybe even a great programmer or recruiter. However, being a great programmer or recruiter does not make you a great manager or leader.</span></p>
<p><span style="font-size: 18pt;"> </span></p>
<p><span style="font-size: 18pt;">Earlier I made the statement " leaders are born, managers are created." This is very true. However, there are those rare occasions, when you get the best of both worlds. When you get a manager, who is a leader. What you have then is the best of the best, the ultimate managing leader.</span></p>
<p><span style="font-size: 18pt;"> </span></p>
<p><span style="font-size: 18pt;">When you do get a person who is not only a technical expert but knows how to lead, you should enjoy it, because they are rare, and with leaders like that you can work wonders, achieve great success, and perhaps, if you are lucky, and already have the ability to lead in you, you can learn to be the best of the best, the Managing Leader.</span></p>
When Administrivia gets in the way!!
tag:recruitingblogs.com,2021-12-13:502551:BlogPost:2310157
2021-12-13T20:10:04.000Z
Dean Da Costa
https://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9907033094?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/9907033094?profile=RESIZE_710x"></img></a></p>
<p>We all know there is a requirement for a certain amount of administrivia as a staffing professional. Whether it is; writing to contact a candidate, writing a job description, or writing up your interview notes, there will always be some administrivia.</p>
<p> </p>
<p>However there comes a point when administrivia becomes counterproductive and even…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9907033094?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9907033094?profile=RESIZE_710x" class="align-center"/></a></p>
<p>We all know there is a requirement for a certain amount of administrivia as a staffing professional. Whether it is; writing to contact a candidate, writing a job description, or writing up your interview notes, there will always be some administrivia.</p>
<p> </p>
<p>However there comes a point when administrivia becomes counterproductive and even hurts morale. Usually this comes in the form of reports. For some reason we in the staffing world, get inundated with reports. Now some reports make sense; hire reports, total number reports, etc.. Some make no sense, and end up eating up more work time then they are worth.</p>
<p> </p>
<p>We have all seen these types of reports, they provide information, that is irrelevant and or are usually a line item report, that requires way to much info, and time. These types of reports are a type of micro managing. An example is a line item screen report. This is a report that shows how many candidates a recruiter spoke to in a given week. Usually there is some matrix attached to it, saying you must talk to X number each week, of course this matrix is in addition to the X number of hires a month. Usually the report requires you to not just provide a number, but the names, the position you spoke to them about, the outcome, etc.. The reason for this is, there is a belief that the number of screens done, correlates to submittals, which correlates to hire. To a point this is correct, to a point. But let's remember, without sourced candidates there is no screenings being done, and therefore no submittals, and no hires.. If recruiters are spending upwards of 40%(see below) of their time filling out line item reports, guess what suffers first? You got it sourcing. Now if this can be done automatically through an ATS or HRIS system great, but all too often it cannot and the recruiter pays for it.</p>
<p> </p>
<p>First, the idea that you have to keep track of this information, in a line item type of report, is ridiculous, in that filling out the report takes up way too much time. Now I am not saying that knowing this information is not a good thing, although I would be more interested in sourced and submitted candidate numbers, than screened candidates. What I am saying is if you want this information make it simpler. Why not just a total number of screened candidates, total number sourced, total submitted, total interviewed, and total hired. This would take less than 10 minutes to provide, it is a simple email, and appointment count. Rather than the several hours a line item report would take. Of course remember this is only one example of counterproductive administrivia, I am sure there are plenty of other examples that might even be worse.</p>
<p> </p>
<p>I remember in one of my positions there was a group that had to supply line item reports on screens, and they had to have X screens a week, and X hires a month. Those recruiters had to work twice as hard and barely made their number each week and month. A large part of that was because 40% of their time was spent doing administrivia related to these reports. Another group during that same time only had to report on the total number of sourced resumes, number of screens, number of interviews , number of hires. So they had to supply more numbers, but because the information was totals, not line items, it took less than 10% of their time. Because of this they not only made their goals, but exceeded them by an average of 50%.</p>
<p> </p>
<p>In one of my next blog posting I will talk about matrixes and the different ways we goal recruiters. But for now the point of this is to be careful that you do not tie your recruiters up with counterproductive or useless administrivia so much so, that they cannot do their jobs.</p>
<p> </p>
<p>So, this will eb the last blog post till the new year starting on the 10<sup>th</sup> of Jan.</p>
<p> </p>
<p>So, until then may the source be with you.</p>
Being a Social Detective!!!
tag:recruitingblogs.com,2021-11-22:502551:BlogPost:2295283
2021-11-22T22:55:12.000Z
Dean Da Costa
https://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9834360086?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/9834360086?profile=RESIZE_710x"></img></a></p>
<p>This is a repost of an earlier post I did. This report is by request from numerous people so here we go</p>
<p> </p>
<p>For those of you that have been following me, you know whenever I post about lesser sites, I always say at some point use your social detective skills. Well while I Have spoken about it, showed it, and perhaps did a video about it, I…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9834360086?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9834360086?profile=RESIZE_710x" class="align-center"/></a></p>
<p>This is a repost of an earlier post I did. This report is by request from numerous people so here we go</p>
<p> </p>
<p>For those of you that have been following me, you know whenever I post about lesser sites, I always say at some point use your social detective skills. Well while I Have spoken about it, showed it, and perhaps did a video about it, I never wrote about it, so here we go.</p>
<p>Being a Social Detective means following the bread crumbs where they lead by using the information available to connect to other social data to create as complete a picture of the target as you can. Yes, I said target. You need to remember that you are a Social Detective and detectives have suspects that they target to find out more about.</p>
<p>So the information you are looking for that can help you to find more comes in 2 main categories:</p>
<p>Level 1 - mainstream information such as full name, email, title, company, phone, address, etc. Of course any combinations as well.</p>
<p>Level 2 – non-mainstream information such as username, picture, URL, conference, site found, skill, etc. Of course any combination of these as well.</p>
<p>So for example let's say you x-ray into Sched.com. You find a list of attendees to a Java Conference. Some have all the info you need, some have some Level 1s others have some too limited level 2 information. What do you do with level 2 which will be where you make your hay as a Social Detective. So we will focus on level 2.</p>
<p> </p>
<ol>
<li>Open up the bio.</li>
<li>Look at the URL for more information. Sometimes level 1 information can be found there</li>
<li>Look up a username on various tools that can be found on the SSaR page.</li>
<li>Use google image search on image adding whatever info you have to the search.</li>
<li>Google search username</li>
<li>Google search conference</li>
<li>Remember Bing as well you might be surprised.</li>
<li>Use other social sites to cross-reference.</li>
</ol>
<p>If you do all this and gather all the info you find you will more than likely end up with a pretty complete picture or at the very least enough other bread crumbs to find more.</p>
<p>This is what being a Social Detective is. You need to be a hunter, you need to be a tracker and follow the trail till you get your prey.</p>
<p>Now it can take time, at least at first but as you do it more and more and get used to what tools to use when, and what to look for, and where you will find it gets faster and easier every time.</p>
<p>You can go here for a video that will show you what I mean. Just do a search or check them all out as they all will step up your social detective skills.</p>
<p> </p>
<p><a href="https://www.youtube.com/c/DeanDaCostathesearchauthority/videos">https://www.youtube.com/c/DeanDaCostathesearchauthority/videos</a></p>
<p> </p>
<p> </p>
<p> </p>
<p>Till next week may the Source be with you.</p>
How to source on the lesser known Site!! Lawyers of Distinction!!
tag:recruitingblogs.com,2021-11-08:502551:BlogPost:2288818
2021-11-08T20:21:44.000Z
Dean Da Costa
https://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9781774677?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/9781774677?profile=RESIZE_710x"></img></a></p>
<p>The Lawyers of Distinction is an organization that recognizes lawyers who have shown explementary</p>
<p>Skills, and humanity while doing their jobs. In other words, the best of the best. It is also a great place to</p>
<p>source, however, few recruiters know about it or how to source from it. Well to do this without you need</p>
<p>go no further than…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9781774677?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9781774677?profile=RESIZE_710x" class="align-center"/></a></p>
<p>The Lawyers of Distinction is an organization that recognizes lawyers who have shown explementary</p>
<p>Skills, and humanity while doing their jobs. In other words, the best of the best. It is also a great place to</p>
<p>source, however, few recruiters know about it or how to source from it. Well to do this without you need</p>
<p>go no further than into your bag of tricks and pull out an old tried and true tool, called x-raying.</p>
<p> </p>
<p>So, to source within Lawyers of Distinction, you simply need to create an x-ray string, like the one below.</p>
<p> </p>
<p>site:thelawyersofdistinction.com/d/ Defense</p>
<p> </p>
<p>If you run the strings above in google you will get the results below.</p>
<p></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9781778257?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9781778257?profile=RESIZE_710x" class="align-center" width="595" height="338"/></a></p>
<p>Now you will see directories, and lists of the type of lawyer you are looking for.</p>
<p>Then use your social detective skills and you are set.</p>
<p> </p>
<p>In addition you can go on the site itself and search</p>
<p> </p>
<p>If you need more info on X-raying see my blog post <a href="http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a">http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a</a></p>
<p> </p>
<p>Until next week may the source be with you!!</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9781778257?profile=original" target="_blank" rel="noopener"></a></p>
How to source on the lesser known Site!! AWS Builders Library!!
tag:recruitingblogs.com,2021-11-02:502551:BlogPost:2286784
2021-11-02T22:22:16.000Z
Dean Da Costa
https://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9761853257?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/9761853257?profile=RESIZE_710x"></img></a></p>
<h4>The Amazon Builders' Library authors are long time Amazonians and are delighted to share the learnings</h4>
<h4>on each one of topics they've written about various topics. However few recruiters know about it or how</h4>
<h4>to source from it. Well to do this without you need go no further than into your bag of tricks and pull out</h4>
<h4>an old…</h4>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9761853257?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9761853257?profile=RESIZE_710x" class="align-center"/></a></p>
<h4>The Amazon Builders' Library authors are long time Amazonians and are delighted to share the learnings</h4>
<h4>on each one of topics they've written about various topics. However few recruiters know about it or how</h4>
<h4>to source from it. Well to do this without you need go no further than into your bag of tricks and pull out</h4>
<h4>an old tried and true tool, called x-raying.</h4>
<p> </p>
<p>So, to source within Amazon Builders library you simply need to create an x-ray string, like the one below.</p>
<p> </p>
<p>site:aws.amazon.com/builders-library/</p>
<p> </p>
<p>If you run the strings above in google you will get the results below.</p>
<p></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9761853099?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9761853099?profile=RESIZE_710x" class="align-center" width="600" height="388"/></a></p>
<h4>The Amazon Builders' Library authors are long time Amazonians and are delighted to share the learnings</h4>
<h4>on each one of topics they've written about various topics. However few recruiters know about it or how</h4>
<h4>to source from it. Well to do this without you need go no further than into your bag of tricks and pull out</h4>
<h4>an old tried and true tool, called x-raying.</h4>
<p> </p>
<p>So, to source within Amazon Builders library you simply need to create an x-ray string, like the one below.</p>
<p> </p>
<p>site:aws.amazon.com/builders-library/</p>
<p> </p>
<p>If you run the strings above in google you will get the results below.</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9761853099?profile=original" target="_blank" rel="noopener"></a></p>
How to source on the lesser known Site!! Developers Facebook!!
tag:recruitingblogs.com,2021-09-07:502551:BlogPost:2264866
2021-09-07T18:11:28.000Z
Dean Da Costa
https://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9543456658?profile=original" rel="noopener" target="_blank"><img class="align-center" height="397" src="https://storage.ning.com/topology/rest/1.0/file/get/9543456658?profile=RESIZE_710x" width="508"></img></a></p>
<p>Facebook is huge Social site that everyone knows about. However few know about its Developers</p>
<p>Blog section which boasts a huge number of blogs written by developers for developers. And even</p>
<p>Fewer know how to source from it. Well to do this without you need go no further than into your</p>
<p>bag of tricks and pull out an old tried and…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9543456658?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9543456658?profile=RESIZE_710x" class="align-center" width="508" height="397"/></a></p>
<p>Facebook is huge Social site that everyone knows about. However few know about its Developers</p>
<p>Blog section which boasts a huge number of blogs written by developers for developers. And even</p>
<p>Fewer know how to source from it. Well to do this without you need go no further than into your</p>
<p>bag of tricks and pull out an old tried and true tool, called x-raying.</p>
<p> </p>
<p>So, to source within Developers Facebook you simply need to create an x-ray string, like the one below.</p>
<p> </p>
<p>site:developers.facebook.com/blog/post/</p>
<p> </p>
<p>If you run the strings above in google you will get the results below.</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9543456490?profile=original" target="_blank" rel="noopener"></a><a href="https://storage.ning.com/topology/rest/1.0/file/get/9543463065?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9543463065?profile=RESIZE_710x" class="align-center" width="441" height="234"/></a><a href="https://storage.ning.com/topology/rest/1.0/file/get/9543456490?profile=original" target="_blank" rel="noopener"></a></p>
<p></p>
<p>click on author and there’s their info. Then use your social detective skills and you are set.</p>
<p> </p>
<p>If you need more info on X-raying see my blog post <a href="http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a">http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a</a></p>
<p> </p>
<p>Until next week may the source be with you!!</p>
Tips for Pre-Qualifying Remote Candidates
tag:recruitingblogs.com,2021-08-26:502551:BlogPost:2261170
2021-08-26T14:41:45.000Z
Matt Shealy
https://recruitingblogs.com/profile/MattShealy
<p>More people than ever are working remotely and they’re finding they like it. If you’re hiring for a remote working position, this is good news. You may have access to job candidates that are searching for a more permanent remote or at-home work position.</p>
<p><u><a href="https://www.contractrecruiter.com/methods-screen-candidates-remote/">Screening candidates for remote positions</a></u>, however, can be challenging — especially if the interview process will take place remotely as well.…</p>
<p>More people than ever are working remotely and they’re finding they like it. If you’re hiring for a remote working position, this is good news. You may have access to job candidates that are searching for a more permanent remote or at-home work position.</p>
<p><u><a href="https://www.contractrecruiter.com/methods-screen-candidates-remote/">Screening candidates for remote positions</a></u>, however, can be challenging — especially if the interview process will take place remotely as well. Here are some of the key attributes remote workers need to have to handle remote work efficiently. When you are qualifying candidates, you need to assess these skills before getting serious.</p>
<p><strong>Self-Motivated</strong></p>
<p>Since remote workers will spend more time working without direct supervision than those in the office, they have to be self-motivated without constant check-ins with managers. Self-motivated workers have strong organizational skills and the ability to prioritize work to meet deadlines.</p>
<p>Sample questions might include:</p>
<ul>
<li>What do you do when your workload feels overwhelming or you felt you couldn’t meet deadlines?</li>
<li>When you have extra time on your hands, what do you do?</li>
<li>How do you stay motivated after a setback?</li>
</ul>
<p><strong>Skilled at Communication</strong></p>
<p>Communication will be one of the most important skills — and challenges — for remote workers. They have to be able to communicate efficiently across multiple platforms and know when to ask for help.</p>
<p>Sample questions might include:</p>
<ul>
<li>How do you explain a complex idea or problem to a colleague or customer that appears frustrated?</li>
<li>What makes a good communicator?</li>
<li>If chosen to do a presentation to our group, what do you need to know (and do)?</li>
</ul>
<p><strong>Tech Savvy</strong></p>
<p>Remote workers need to be tech-savvy to work efficiently. While they don’t have to be IT technologists to work remotely, they do need to be able to easily navigate using remote work tools.</p>
<p>Workers need to be able to use computers, software, video conferencing, and collaboration tools. They may need to be their own help desk when it comes to troubleshooting basic tech issues. And, they’ll need to be aware of heightened threat activity aimed at remote workers, such as <a href="https://blog.privadovpn.com/what-is-ransomware/">malware and ransomware</a>.</p>
<p>When employees are working at home or out of the office, they may be less attuned to security risks.</p>
<p>Sample questions might include:</p>
<ul>
<li>What do you do when your run into a computer problem? What steps do you take before calling for help?</li>
<li>When do you call for help?</li>
<li>What software or platforms do you work with routinely?</li>
</ul>
<p>You can test candidates during a pre-interview by asking them to connect with you via an online platform or video channel and putting them to the test.</p>
<p><strong>Collaborative Worker</strong></p>
<p>Despite what many people think, working remotely actually requires strong collaboration skills. When you can’t sit across from someone and explain or demonstrate something, it takes a more proactive approach to communicate and collaborate.</p>
<p>Sample questions might include:</p>
<ul>
<li>Can you give me an example of where teamwork was required to accomplish a goal and your role?</li>
<li>Describe a time you had to work closely with someone that was difficult to get along with and how you handled it?</li>
<li>Tell me about the best team you ever worked with and what made the team successful?</li>
</ul>
<p>To work collaboratively, remote employees need to gain (and build) trust with team members.</p>
<p><strong>Agility and Adaptability</strong></p>
<p>Over the past year, we’ve learned a lot about the need to be agile and adapt to situations. Depending on the job, remote workers typically have to be flexible to work in a remote environment. Remote workers have to balance new tech and team members, juggle work-life balance, and solve problems independently.</p>
<p>Sample questions might include:</p>
<ul>
<li>Describe a project that did not go the way you thought it would. What corrections did you have to make and how did it turn out?</li>
<li>Tell me about a time you had to dramatically change the way you approach a project. What did you do?</li>
<li>Tell me about a time you were asked to do something outside your job description and experience. What happened?</li>
</ul>
<p><strong>Problem Solving</strong></p>
<p>The best remote workers are incredible problem solvers. They need to be able to analyze situations quickly and come up with solutions — even if it’s something they’ve never dealt with before.</p>
<p>Sample questions might include:</p>
<ul>
<li>You need a critical piece of information to complete a task, but the boss is not available to help. How do you proceed?</li>
<li>You’re working at home and the internet goes down, but you have a project on deadline. What do you do?</li>
<li>Tell me about a time when you solved a problem that others couldn’t figure out.</li>
</ul>
<p><strong>Pre-Qualifying Remote Candidates</strong></p>
<p>Remote workers need all of these skills to work efficiently and productively. Before you invest too much time and effort, you need to make sure they have the requisite skills before you move them to the next phase of your interview process.</p>
Talent Community - Let Talents Come to You
tag:recruitingblogs.com,2021-08-29:502551:BlogPost:2261967
2021-08-29T05:20:37.000Z
Ngan Pham
https://recruitingblogs.com/profile/NganPham
<div class="text-center blog-post-header" id="blog-post-header"><div class="article-list-footer"><div class="article-list-tags">Recruiting efficient staff invariably comes as a relief to any hiring departments, but it does no harm to keep a back-up plan up your sleeve when crises strike and your company are short of skilled personnel. That’s when the Talent Community enters the picture to save your day to ensure the headcount.…</div>
</div>
</div>
<div class="blog-post-content-container"></div>
<div class="text-center blog-post-header" id="blog-post-header"><div class="article-list-footer"><div class="article-list-tags">Recruiting efficient staff invariably comes as a relief to any hiring departments, but it does no harm to keep a back-up plan up your sleeve when crises strike and your company are short of skilled personnel. That’s when the Talent Community enters the picture to save your day to ensure the headcount.</div>
</div>
</div>
<div class="blog-post-content-container"><div class="article-content"><p>Here comes In this blog, Rakuna will share with you the fundamentals of a talent community so you can have a good grasp of it.<br/><br/></p>
<h2>What is a Talent Community?</h2>
<p>Technically, a Talent Community serves as a digital network that enables recruiters to keep in touch with prospective candidates. On some occasions, it describes a talent pool where those unable to join your company under present circumstances can gather and keep track of the availability of suitable new positions. Effectiveness taken into consideration, Talent Community has already been proven productive, according to the article called<span> </span><a href="https://hrexecutive.com/the-remarkable-power-of-talent-communities/" target="_blank" title="The Remarkable Power of Talent Communities" rel="noopener">“The Remarkable Power of Talent Communities”</a><span> </span>by Tom Starner (2018) from Human Resource Executive. Specifically, the writer quoted West Monroe Partners (2017), a Chicago-based consulting firm, as evidence of 9 successful hires with the assistance of such Talent Communities as the Jumpstart program and Women in Business. The firm also witnessed 34% of their hires admitted via employee referrals. Another prime example cited, Power Home Remodeling, stressed that despite the low amount per month, staff recruited by referrals have better KPI performances than from other sources.</p>
<p><br/><img src="https://www.rakuna.co/uploads/2020/08/06/talent-community.jpg" width="784" height="524" alt="use structured questions in interview" class="img-responsive center-block"/><br/><br/></p>
<h2>What are the Benefits of a Talent Community?</h2>
<h3>Provide a Proactive Talent Acquisition Method:</h3>
<p>Instead of traditional methods where recruiters get in touch with active job-seeking candidates, Talent Communities allow those with appropriate potentials within sight of the hiring department. When opportunities come, recruiters can quickly get in touch and make connections.<br/><br/></p>
<h3>Initiate a Two-way Interaction:</h3>
<p>Talent Community platforms enable candidates to indicate their interests and keep updated with new opportunities at their interested organizations. It also applies the other way around as the recruiting department advertises their employer branding. Subsequently, both sides gain knowledge about each other in advance to make better preparations for possible in-person meetings.<br/><br/></p>
<h3>Optimize Companies' Resources:</h3>
<p>Resources hiring talent revolve around main things such as time- and money-efficiency. Talent Communities not only save time sourcing applicants with automated processes but also decrease the duration of establishing a talent pool and spend financial investments wisely.</p>
<p><br/><img src="https://www.rakuna.co/uploads/2020/08/06/benefits-of-talent-community.jpg" width="757" height="506" alt="use structured questions in interview" class="img-responsive center-block"/><br/><br/></p>
<h2>How to Build a Talent Community that Attracts Candidates?</h2>
<h3>Pick the Suitable Talent Community Platform:</h3>
<p>With the popularity of Internet-based environments, recruiters now have the good fortune to work with tons of Talent Community platforms accessible to the public. They can range from simple tools like Excel spreadsheets to collect candidates’ contact details to organized software, namely<span> </span><a href="https://www.rakuna.co/" target="_blank" title="Rakuna" rel="noopener">Rakuna</a>. Candidate relationship management softwares are superior as they integrate tons of functions to save you time and effort when navigating candidates’ information and sending them automated notifications of your company. Below is the checklist of essential features that make a good Talent Community platform recruiters should consider:</p>
<p>Social Media Integration: Recruiters can make use of this feature to either spread the popularity of jobs openings across various social networks like Facebook, Twitter… or direct users to join your Talent Communities.</p>
<p>Privacy Control: Both hiring staff and candidates can benefit from this feature as they are allowed to update their privacy status and permission for jobs viewing and posting as they please. Since privacy is a sensitive and concerning topic, any reliable guarantees would be greatly appreciated.</p>
<p>Flexibility in customizing and accessing contents: Recruiters can arrange the content structure of their own volition with ease, which makes their work systematic and convenient.</p>
<p>Real-time Reporting and Analytics: The statistics on applicants’ activities will be meticulously tracked and documented so that recruiters can identify the trends and act accordingly.</p>
<p>Candidate Relationship Tracking: As Talent Communities usually part of a Candidate relationship management (CRM) system, recruiting team can search and view information on prospective candidates’ resumes and/or additional materials which match the predetermined criteria.</p>
<h3>Come Up with Readable Contents to Attract Candidates:</h3>
<p>Even when posts of job openings hold much appeal for applicants, they will soon lose their interests in repetitive contents flooding all over your community. It’s advisable to stay focused on developing employer branding and organization’s marketing strategies in building your posts to attract prospective candidates’ attention. Here comes certain ways of the essence to you:</p>
<p>Blog posts: With this feature, applicants can easily keep track of your company’s newsfeeds. You should follow the updated trends related to your industry or organization to structure your content to appeal to candidates.</p>
<p>Organizational culture: This is among the top priorities candidates would like to know before deciding to engage themselves in one organization over others. Suitable environments and cultures that promote their interests and performances in work would be ideal to both employers and employees for the purpose of operational optimization and satisfaction.</p>
<p>Company’s projects: Prospective candidates can directly gain some insights into the focus of your company through this information. Ideally, you can provide those interested with an overview of products, focus and events of your company.</p>
<h3>Source Talents by All Means:</h3>
<p>This way you can put the contents to good use - distributing them across many channels as you see fit. You should start off by looking at past interviewed candidates in your data system. Reasonably, you already have opportunities to talk to them and understand their credentials. Then, you can reach out by leaving means of contact so that interested candidates can learn about job opportunities within the company. The following channels might give you an idea for where to source talent:</p>
<p><a href="https://www.rakuna.co/blog/posts/engaging-with-students-beyond-career-fairs" target="_blank" title="Career workshop and networking events" rel="noopener">Career workshop and networking events</a>: Searching for prospective talent at school career fairs is always effective. They offer recruiters a good chance to not only communicate with candidates in person to understand their needs but also leave good impressions to candidates . Employee referrals: Your staff are no doubt a credible resource to ask for suggestions from your colleagues whose work is associated with the opening positions. They have a deep understanding about their department operation to direct you to the right person.</p>
<p><a href="https://www.rakuna.co/blog/posts/social-media-recruiting" target="_blank" title="Social Media Channels" rel="noopener">Social Media Channels</a>: There lies an abundant talent pool who also express their wants to find a suitable job. You can locate them by search function with appropriate topics. For example, you can insert keywords associated with the position you are seeking candidates for, namely “Banking” or “Data Analyst”, and you will be directed towards results to your liking.</p>
<h3>Figure Out Necessary Criteria to Decide Who’s Cut Out for the Standards on Potential Talent Members:</h3>
<p>If you plan to recycle your candidates, you may want to inform unsuccessful candidates for certain positions that though at the time they might not be accepted for the position they have applied for, their files are impressive and will be stored in your database for future reference. State it with honesty so that they do not have the feelings you are being hypocritical and feel comfortable next time you reach out to them. It’s a good call to categorize prospective candidates based on different criteria such as roles, skills and experience, even the locations they currently reside in or have interest in. You can build focused Talent Communities and locate them in your database more conveniently.</p>
<h3>Cases of a Good Talent Community:</h3>
<p><a href="https://www.livehire.com/" target="_blank" title="Livehire" rel="nofollow noopener">Livehire</a>:</p>
<p>With the aim of connecting organizations and prospective candidates, Livehire is among the most popular platforms for Talent Acquisition. They have already achieved considerable impact on hiring, increased productivity time being 62% faster and cost savings at the rate of 59%. Aside from applicant sourcing system and tracking solution to supplement the hiring process, the platform equips users with other complex functions, including demonstration available on request and listing of companies from all industries available for reference. Employing a quirky and creative theme, Livehire aims at originality but efficiency in expediting any hiring process.</p>
<p><a href="https://builtin.com/" target="_blank" title="Built In" rel="noopener">Built In</a>:</p>
<p>Opting for futuristic aesthetics, Built In’s organizers sets their mind on tech-centered hiring styles. The whole set of services fully displayed on the Home Page, ranging from Tech Articles to current job openings, Built In plans to leave detailed impressions on their visitors. On top of that, it creates Tech Hubs, a collection of US city-based Talent Communities. The platform brings residents in these areas a big advantage at job searching when featuring comprehensive overviews of every top Tech Metropolis in the US.<br/><br/></p>
<h2>Wrapping Up</h2>
<p>Under any circumstances, preparation is never insufficient in the era of employment competitiveness. Talent Community is undoubtedly a major advancement in any recruiters’ professional productivity development and organizational performance improvement.</p>
<p>To view this original post and other exciting articles, visit us <a href="https://www.rakuna.co/blog/posts/talent-community-let-talent-come-to-you" target="_blank" rel="noopener">at Rakuna</a>!</p>
<div class="row"><div class="col-md-12 text-center"><a href="https://www.rakuna.co/interview_scheduling_software" target="_blank" class="hidden-xs hidden-sm" rel="noopener"><img id="vertical-banner-lg" src="https://www.rakuna.co/assets/blog/banner/200908-01-e74ebbb18aca090ff737c00007a21cb24b1947157c4248e56c97472f527835cf.jpg" class="img-responsive" alt="" width="1137" height="141" name="vertical-banner-lg"/></a></div>
</div>
</div>
<br />
<h2 class="text-center"></h2>
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</div>
How to source on the lesser known Site!! CodeMentor!!
tag:recruitingblogs.com,2021-08-30:502551:BlogPost:2262092
2021-08-30T16:53:11.000Z
Dean Da Costa
https://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9503958671?profile=original" rel="noopener" target="_blank"><img class="align-center" height="222" src="https://storage.ning.com/topology/rest/1.0/file/get/9503958671?profile=RESIZE_710x" width="488"></img></a></p>
<p>CodeMentor is the largest community for developer mentorship and an on-demand marketplace for</p>
<p>software developers. CodeMentor <em>is not a well known site and as such few h</em>ave tried to source in it. Well to do</p>
<p>this without you need go no further than into your bag of tricks and pull out an old tried and true tool,</p>
<p>called…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9503958671?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9503958671?profile=RESIZE_710x" class="align-center" width="488" height="222"/></a></p>
<p>CodeMentor is the largest community for developer mentorship and an on-demand marketplace for</p>
<p>software developers. CodeMentor <em>is not a well known site and as such few h</em>ave tried to source in it. Well to do</p>
<p>this without you need go no further than into your bag of tricks and pull out an old tried and true tool,</p>
<p>called x-raying.</p>
<p></p>
<p>So, to source within CodeMentor you simply need to create an x-ray string, like the one below.</p>
<p> </p>
<p>site:codementor.io/@ ("Java" AROUND * "EXPERTISE")</p>
<p></p>
<p>If you run the strings above in google you will get the results below.</p>
<p></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9503959497?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9503959497?profile=RESIZE_710x" class="align-center" width="535" height="298"/></a></p>
<p></p>
<p>click on author and there’s their info. Then use your social detective skills and you are set.</p>
<p> </p>
<p>If you need more info on X-raying see my blog post <a href="http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a">http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a</a></p>
<p> </p>
<p>Until next week may the source be with you!!</p>
Campus Recruiting Technologies to Adopt to Win the Campus Recruitment Battle
tag:recruitingblogs.com,2021-08-20:502551:BlogPost:2259234
2021-08-20T16:00:00.000Z
Ngan Pham
https://recruitingblogs.com/profile/NganPham
<div class="article-content"><p>A 2020 article by<span> </span><a href="https://www.businessinsider.com/gen-z-to-repeat-millennial-money-problems-2020-12" rel="noopener" target="_blank" title="The pandemic is putting Gen Z on track to repeat millennials' money problems">Business Insider</a><span> </span>introduces a troubling revelation: that the damage brought upon by the global pandemic can be as devastating toward gen Zs as the financial disaster from 2008 to 2009. To attract and retain an…</p>
</div>
<div class="article-content"><p>A 2020 article by<span> </span><a href="https://www.businessinsider.com/gen-z-to-repeat-millennial-money-problems-2020-12" target="_blank" title="The pandemic is putting Gen Z on track to repeat millennials' money problems" rel="noopener">Business Insider</a><span> </span>introduces a troubling revelation: that the damage brought upon by the global pandemic can be as devastating toward gen Zs as the financial disaster from 2008 to 2009. To attract and retain an entire cautious and risk-averse generation, campus recruitment needs an innovative strategy that strongly leverages technology as early as possible. A holistic approach empowered by campus recruiting technology will guarantee recruitment efficiency from employer branding to final onboarding.</p>
<p>Let us go through some of the technologies being employed by modern recruiters in the ever-present talent hunt.<br/></p>
<h2>COVID-19 Impact on the Way We Recruit & Work</h2>
<p>The global response in the form of social distancing has irrevocably changed the way we work and recruit. The global talent acquisition and management firm<span> </span><a href="http://go.alexandermannsolutions.com/l/73212/2020-10-22/w29jpn" target="_blank" title="Transforming Talent Acquisition for Future whitepaper" rel="noopener">Alexander Mann Solutions</a>, in partnership with Aptitude Research – conducted surveys across North America, EMEA, and APAC during the pandemic to establish the impact of Covid-19 on talent acquisition:</p>
<ul>
<li style="list-style-type: none;"><ul>
<li>38% of companies had put talent acquisition on hold</li>
</ul>
</li>
</ul>
<br/>
<ul>
<li style="list-style-type: none;"><ul>
<li>17% of companies reduce the numbers of hires planned</li>
</ul>
</li>
</ul>
<br/>
<ul>
<li style="list-style-type: none;"><ul>
<li>60% of companies want to fill opening positions fast</li>
</ul>
</li>
</ul>
<br/>
<ul>
<li>Earlier in 2020, 8% of companies used an outsourced model, but as the pandemic ensued, this number doubled.</li>
</ul>
<p>Peculiarly, although the number of hires drops, the speed of recruitment is still a priority. Enforced quarantine measures also play a significant hand in how companies acquire their talents. As physical interviews or traditional career fair events no longer an option, recruiting teams now focus their attention on the internet and various campus recruiting techs.<br/></p>
<h3>Flexibility Is the Top Priority</h3>
<p>Before Covid 19, the flexibility of working from home or a remote location can be a very enticing perk. However, the pandemic has turned this work model into a commonality. Some employees even expected it as a standard option for a position when job hunting.</p>
<p>According to<span> </span><a href="https://slack.com/intl/en-vn/blog/collaboration/workplace-transformation-in-the-wake-of-covid-19" target="_blank" title="Moving beyond remote: Workplace transformation in the wake of Covid-19" rel="noopener">Future Forum</a><span> </span>research of 4,700 global knowledge workers, the majority never want to go back to the old way of working. Only 12% want to return to full-time office work, and 72% want a hybrid remote-office model moving forward.</p>
<p>As the writing of this post, global businesses of all sizes employ the “work-from-home” format. Companies like<span> </span><a href="https://www.washingtonpost.com/technology/2020/10/01/twitter-work-from-home/?arc404=true" target="_blank" title="Americans might never come back to the office, and Twitter is leading the charge." rel="noopener">Twitter</a><span> </span>have decided that their employees can work from home forever if they wish to. Any company that offers flexible working modes can potentially win over young talents in Generation Z. You are looking at a generation with<span> </span><a href="https://www.humanresourcesonline.net/why-gen-z-mental-health-flexible-working-are-the-top-priorities-for-hr-executives-in-2020" target="_blank" title="Why Gen Z, mental health, flexible working are the top priorities for HR executives in 2020" rel="noopener">a very different view<span> </span></a>regarding the traditional 9 to 5 work schedule.<br/> <br/> <img src="https://www.rakuna.co/uploads/2021/03/25/flexibility-campus-recruiting.jpg" width="711" height="381" alt="COVID-19 has turned flexibility into a common work model" title="Flexibility - a common work model during the pandemic time" class="img-responsive center-block"/><br/></p>
<h3>Virtual First Approach - Increase in Campus Recruiting Technology Usage</h3>
<p>According to a 2020<span> </span><a href="https://www.forbes.com/sites/markbeech/2020/03/25/covid-19-pushes-up-internet-use-70-streaming-more-than-12-first-figures-reveal/?sh=57da73593104" target="_blank" title="COVID-19 Pushes Up Internet Use 70% And Streaming More Than 12%, First Figures Reveal" rel="noopener">Forbes</a><span> </span>article, global internet usage saw a drastic surge up to 70% compared to the pre-pandemic period. In social distancing times, the Internet’s role as ‘The great Connectors’ became even more apparent.</p>
<p>Now that employees can easily choose to work remotely or face-to-face as the workplace is now distributed across homes, offices, and satellite offices. On<span> </span><a href="https://business.linkedin.com/talent-solutions/recruiting-tips/thinkinsights/is-remote-work-here-to-stay" target="_blank" title="Is remote work here to stay in Asia-Pacific" rel="noopener">LinkedIn</a>, Job inquiries with the tag “Remote” applied have increased more than double since the beginning of March 2020. Managers, in return, learn how to manage, coach, collaborate, evaluate performance and motivate their team remotely to adapt to this work model.</p>
<p>Campus recruiting was also heavily affected in this first quarter of 2020.<span> </span><a href="https://www.naceweb.org/talent-acquisition/trends-and-predictions/special-report-the-impact-of-the-coronavirus-pandemic-on-higher-education-college-recruiting-and-new-college-graduates/" target="_blank" title="Special Report: The Impact of the Coronavirus Pandemic on Higher Education, College Recruiting, and New College Graduates" rel="noopener">The National Association of Colleges and Employers</a><span> </span>sent out a poll on March 9, 2020, amongst its members regarding how the pandemic has changed their respective campus recruiting plan. By the end of March, the number of NACE members planning to attend a career fair has dropped from 43.60% to 19.60%. With physical events out of the option, recruiters also turn to the internet. Technologies such as video interviewing or virtual career fairs now play a pivotal role in reaching out to candidates.<br/> <br/></p>
<h2>Campus Recruiting Technologies to Win the Virtual Recruitment Battle</h2>
<h3>Virtual Career Fairs - Host Your Dream Event With This Campus Recruiting Technology</h3>
<h4>Overview</h4>
<p>The recruitment industry, especially campus recruitment, remains in a perpetual freezing state throughout the first months of 2021. With schools and career events closed or canceled, reaching potential candidates seems like a very challenging task.</p>
<p>However, the pandemic is also pushing recruiters to innovate the way they approach Campus recruitment. Holding a physical career fair is no longer the centerpiece of the campus recruitment strategy. Companies can now recruit young talents in the comfort of their office using a virtual event platform. In a 2021 survey by<span> </span><a href="https://www.markletic.com/blog/virtual-event-statistics/#:~:text=90%25%20of%20virtual%20event%20organizers%20use%20surveys%20to%20measure%20attendee%20satisfaction.&text=55%25%20of%20virtual%20event%20organizers,between%2020%2D30%20per%20year" target="_blank" title="60 Incredible Virtual Event Statistics! (2021 Research)" rel="noopener">Markletic</a>, out of 3851 respondent in the B2B market segment, 55% want to invest more into this campus recruiting technology in 2021.<span> </span><a href="https://www.rakuna.co/blog/posts/best-virtual-event-platforms" target="_blank" title="The Must-Read Guide to Finding the Best Virtual Event Platform for Your Needs - a blog post of Rakuna" rel="noopener">Virtual event platforms</a><span> </span>employ various tools, from chat programs and telecommunication functions such as video call to visual tools like video or graphic editing tools to plan, market, and host virtual events. The tool’s primary mission is to allow users to deliver the experience of in-person physical events through a digital format. vFairs, for example, allows an entire event, including individual booths, to be displayed in a positive, 3D-styled visual experience.<br/></p>
<h4>Common Features</h4>
<p>Here are some standard features that any business should take into account when choosing a virtual event platform. Most providers have multiple user plans to accommodate a wide range of companies. Depending on your budget and type of event, consider checking user plans for one that fits your budget and purpose:</p>
<ul>
<li style="list-style-type: none;"><ul>
<li>Customization: A virtual event platform’s main draw is its ability to be customized to fit any event or organization that uses it. You usually found standard customizable features in a virtual event platform like branded event site, branded landing page, or branded registration form or email template. Some advanced virtual event solutions can even let users edit and add brand elements to videos.</li>
</ul>
</li>
</ul>
<br/>
<ul>
<li style="list-style-type: none;"><ul>
<li>Online registration tool: Say goodbye to paper pamphlets and forms and hello to digital sign-up forms with this campus recruiting technology. This form is how both recruiters and candidates sign up for your events, submitting their resumes or business agendas. A virtual sign-up form is a potential information and branding source for any organization. You can gain crucial metrics such as age groups or industries that show interest in your event.</li>
</ul>
</li>
</ul>
<br/>
<ul>
<li style="list-style-type: none;"><ul>
<li>Event management software: Managing a virtual career fair comes with its difficulties. However, an excellent virtual event platform can offer solutions in the form of event management software. For example, a chatbot to help recruiters collect information from attendees, answering queries, or event registration support.</li>
</ul>
</li>
</ul>
<br/>
<ul>
<li style="list-style-type: none;"><ul>
<li>Different space styles: For the best in-person experience for a virtual career fair, a virtual platform can create multiple types of spaces for different activities for attendees to socialize: Lobby, Exhibit Hall, Auditorium/Theater, and even group or private virtual rooms.</li>
</ul>
</li>
</ul>
<br/>
<ul>
<li>Communication features: Communicating with your attendees across all phases of the event is an excellent way to keep them engaged and a perfect outlet for information valuable to the recruiters. To this end, a virtual event platform can have different features to engage with your attendees. You can expect common functions such as creating feedback surveys and polls, private and public chat, video calls, etc.</li>
</ul>
<p><br/> <img src="https://www.rakuna.co/uploads/2021/03/25/virtual-career-fair-one-of-the-most-effective-campus-recruiting-technologies.jpg" width="739" height="396" alt="Virtual career fair is one of the most effective campus recruiting technologies." title="Virtual career fair - a campus recruiting technology" class="img-responsive center-block"/></p>
<h3>Video Interviewing - Interviews Any Time, Anywhere With This Recruiting Technology</h3>
<h4>Overview</h4>
<p>Even before the Covid 19 pandemic, global businesses were already very familiar with the term “Video interviewing.” The 2018 annual survey by the<span> </span><a href="https://www.hrtechnologist.com/articles/recruitment-onboarding/how-will-video-interviewing-tools-transform-recruitment-in-2019-and-beyond/" target="_blank" title="How Will Video Interviewing Tools Transform Recruitment in 2019 and Beyond" rel="noopener">Institute of Student Employers</a><span> </span>introduces a surprising discovery. Up to 49% of their respondents employed video interviewing as part of the recruitment process. However, the Global Pandemic has turned this campus recruiting technology into a vital tool in a modern recruiter’s arsenal. According to<span> </span><a href="https://learn.joinhandshake.com/career-centers/handshake-student-employer-survey-results/" target="_blank" title="Handshake COVID-19 Higher Ed Recruitment Trends" rel="noopener">Handshake</a>, out of 192 businesses interviewed in 2020, 89% of employers adopted video interviewing.</p>
<p>As the name suggested,<span> </span><a href="https://www.rakuna.co/blog/posts/video-interviews" target="_blank" title="Top 10 Things to Know When Setting up Your Company's First Video Interview Session - a Rakuna's blog post" rel="noopener">video interviewing</a><span> </span>is when two parties interview via the connection of the internet. There are two types of video interviewing. Live video interviewing is when the conversation takes place in real-time, like a regular session. An asynchronous interview is when the interviewee records themselves answering the questions and then sending it to you for review.<br/></p>
<h4>Common Features</h4>
<p>Benefits such as reducing cost-to-hire and time-to-hire, connecting with talents from all over the world, and eliminating biases through structured interviews draw recruiters to this novel interview technology. Consider these features when picking your video interviewing solution:</p>
<ul>
<li style="list-style-type: none;"><ul>
<li>Live or asynchronous interviews: Most video interview platforms such as Vidcruiter can either conduct your interview in either the live or asynchronous template. With live interviews, you can expect the experience somewhat similar to a video call. For asynchronous or one-way interviews, the platform will act as a mailbox for candidates to send back their videos. With one-way interviews, you can review submissions wherever and whenever you please.</li>
</ul>
</li>
</ul>
<br/>
<ul>
<li style="list-style-type: none;"><ul>
<li>Team sync-up: With video interviews, you have the option to include your hiring team in the hiring process. With each interview’s content accessible, your teammates can contribute a new perspective regarding a candidate.</li>
</ul>
</li>
</ul>
<br/>
<ul>
<li>ATS integration: An integration between your chosen video interview platform and ATS has a lot of benefits. Optimize your recruitment process by instantly accessing your interview recordings, candidates’ resumes, evaluation notes on the same application. Additionally, a video interview attached to a candidate’s profile is convenient if you want to go back to the said candidate if another job becomes available.</li>
</ul>
<p></p>
<h3>Automated Interview Scheduling - Scheduling Made Easy With This Recruiting Technology</h3>
<h4>Overview</h4>
<p>Logistical tasks such as scheduling multiple interviews can be challenging for small-scale recruiting teams. Back and forth email exchanges can take away the team’s valuable time. Keen-eyed recruiters understand that candidates can form opinions about a business from everything, even from an interview invitation. A delayed invitation can mean that the company is not 100% invested in a candidate or just incompetent.<br/></p>
<h4>Common Features</h4>
<p>The use of interview scheduling tools is a game-changer, enabling small recruiting groups to achieve big results. This campus recruiting technology helps optimize, automate and synchronize the entire scheduling process, freeing recruiters from time-consuming manual jobs. Here are some features that can transform your way of interviewing:</p>
<ul>
<li style="list-style-type: none;"><ul>
<li>Can hold diverse types of interviews: Scheduling a one-on-one session is very simple. However, organizing multiple individuals for a session like a panel interview can be a challenge. Some scheduling solutions can help users host various forms of interviews. For example, Rakuna's<span> </span><a href="https://www.rakuna.co/interview_scheduling_software/" target="_blank" title="Rakuna's interview scheduling tool page" rel="noopener">interview scheduling solution</a><span> </span>can help users host 1-1, panel, phone, video, in-person, back-to-back, all-day interviews - all according to your needs.</li>
</ul>
</li>
</ul>
<br/>
<ul>
<li style="list-style-type: none;"><ul>
<li>Task automation: Some applications can send reminder and confirmation emails in your place. Manually handling these tasks means you can forget to inform a candidate or recruiter of changes. By ensuring each individual received logistical details such as interview time, an interview scheduling tool can help reduce the no-show rate.</li>
</ul>
</li>
</ul>
<br/>
<ul>
<li style="list-style-type: none;"><ul>
<li>Calendar management: Recruiters and candidates alike are spoiled with calendar apps choices; most commonly seen are iCal, Google Calendar, or Microsoft Outlook. An interview scheduling tool allows users to synchronize different calendar types. Time management will feel like a breeze when you can access all your schedule on a single platform. Advanced solutions also can display time zones to enhance international scheduling.</li>
</ul>
</li>
</ul>
<br/>
<ul>
<li>Customization: Branding is always part of the employer’s chief concerns. A good branding strategy can instill<span> </span><a href="https://hireology.com/blog/the-5-key-benefits-of-a-strong-employer-brand/" target="_blank" title="The 5 Key Benefits of a Strong Employer Brand" rel="nofollow noopener">confidence</a><span> </span>in candidates by making them feel they have invested in a strong brand with proper a system and enough care. Most scheduling solutions allow users to showcase their brand, whether through the profile, email templates, or visual aspects such as letter font.</li>
</ul>
<p><br/> <img src="https://www.rakuna.co/uploads/2021/03/25/automated-interview-scheduling-image.jpg" width="750" height="402" alt="Beside other campus recruiting technologies, the automated interview scheduling tool can help companies streamline their recruiting processes" title="Interview scheduling tool - a campus recruiting technology" class="img-responsive center-block"/><br/></p>
<h3>Text Recruiting - Recruiting Technology to Simplify Mass SMS Campaign</h3>
<h4>Overview</h4>
<p>In a recent report by DataReportal, it is estimated that up to<span> </span><a href="https://datareportal.com/global-digital-overview" target="_blank" title="Digital Around the World" rel="noopener">5.22 billion individuals</a><span> </span>worldwide own a mobile phone. A 2019 article published by<span> </span><a href="https://www.bbc.com/news/technology-51358192" target="_blank" title="Half of UK 10-Year-Olds Own a Smartphone" rel="noopener">the BBC</a><span> </span>revealed that out of 3200 young respondents aged 3 to 15 and their parents, 50% of 10-year-old respondents have their mobile phone.</p>
<p>For young millennials and Gen Z who have grown up with technology, text recruiting seems to be the smartest and most sensible way of reaching potential talents.<span> </span><a href="https://www.rakuna.co/text_recruiting_software/" target="_blank" title="Rakuna's text recruiting product page" rel="nofollow noopener">Text recruiting</a><span> </span>is the act of advertising job positions, communicating, and attracting prospective talents through text messages. This recruiting tech streamlines the recruiting process by tackling logistical-heavy tasks such as running SMS campaigns and enabling task automation.<br/></p>
<h4>Common Features</h4>
<p>With almost every individual worldwide owning a phone, it has become easier to reach out using this campus recruiting technology. Here are some features of a text recruiting tool you should consider before you start blasting text messages to your prospects:</p>
<ul>
<li style="list-style-type: none;"><ul>
<li>Text messages management and virtual phone book: The main point of a text recruiting app is sending and receiving messages. Users can create, customize, and send personalized messages to candidates directly through the text recruiting software.</li>
</ul>
</li>
</ul>
<br/>
<ul>
<li style="list-style-type: none;"><ul>
<li>Information management for both single or bulk messages makes this technology so useful for a modern recruiter. Users can create and store and import dozens of contacts of their prospective candidates.</li>
</ul>
</li>
</ul>
<br/>
<ul>
<li style="list-style-type: none;"><ul>
<li>Process automation: Some text recruiting apps can also automate specific tasks for users. For example, Recruiters can reach out to a particular group of audiences through automated SMS campaigns or generate instant answers for frequently asked questions.</li>
</ul>
</li>
</ul>
<br/>
<ul>
<li>Integration with other recruiting applications: Users can integrate most text recruiting apps with other recruiting software, such as an interview scheduling solution. A tech-savvy recruiter can automatically arrange multiple interviews through the scheduling tool and have the text messaging app remind both parties of the scheduled date.</li>
</ul>
<p></p>
<h3>Virtual Onboarding - Campus Recruiting Technology to Ensures Your Candidates Has the Best Onboarding Experience</h3>
<h4>Overview</h4>
<p>Interviewing is not the only recruiting process one can do virtually. Thanks to the internet, virtual candidate onboarding is also possible. Even with a different approach, the core idea of candidate onboarding is still the same. It is to make sure new employees have adequate knowledge to perform their duty confidently and make them feel excited to be part of your team.</p>
<p>The key to successful onboarding is the synergy between the onboarding solution and its user. Here are some features you could utilize to enhance the candidate onboarding experience.<br/> <br/> <img src="https://www.rakuna.co/uploads/2021/03/25/virtual-onboarding.jpg" width="739" height="396" alt="Virtual onboarding - one of the most effective campus recruiting technologies to make sure that candidates has the best onboarding experience." title="Virtual onboarding - a campus recruiting technology" class="img-responsive center-block"/><br/></p>
<h4>Common Features</h4>
<ul>
<li style="list-style-type: none;"><ul>
<li>Workflow planning and monitoring: Most recruits will usually be disoriented during the induction process. Planning should be the foreground of your onboarding strategy. A virtual onboarding solution can simplify the planning process.<span> </span><a href="https://preppio.com/" target="_blank" title="Preppio's homepage" rel="noopener">Preppio Virtual Onboarding Solution</a>, for example, allows for a drag and drop design to help both users and their candidates to visualize the onboarding process better. For any HR staff inducting multiple candidates, tracking the individual onboarding process can be a hassle. You can now leave the tracking for an onboarding tool.</li>
</ul>
</li>
</ul>
<br/>
<ul>
<li style="list-style-type: none;"><ul>
<li>Onboarding analytics: onboarding data are priceless for organizations that want to improve their onboarding strategy. Which parts resonate well with candidates, which parts they struggle to get through? For this reason, look for solutions that allow you to collect information to improve your future sessions.</li>
</ul>
</li>
</ul>
<br/>
<ul>
<li>Branding: virtual onboarding shares a crucial drawback to other virtualized recruiting processes - the lack of physical interaction. It is undeniable that meeting your co-workers or touring your future office is the best way to experience your company’s culture. Similar to virtual event solutions, most virtual onboarding solutions let users customize various aspects, both visual and text, to help users convey their business’s culture. You can also look for solutions that offer live interaction, such as live chat or video calls, to let your candidate interact with your team.</li>
</ul>
<p></p>
<h2>Conclusion</h2>
<p>The nature of campus recruiting is one of change and improvement. To better find and attract tech-savvy candidates, recruiters constantly adapt game plans that incorporate campus recruiting technologies to optimize their hiring process. By reading this article, we hope recruiters can identify their strategy and pick out the perfect technology solution to enhance their campaign. Those who want to better prepare their campus hiring campaign during and after Covid-19, check out this informative<span> </span>.<br/> <br/> <strong>Images used in this post<span> </span></strong>:<span> </span><a href="https://www.freepik.com/" target="_blank" title="Freepik" rel="noopener">Freepik</a></p>
<p>To view this original post and other exciting articles, visit us <a href="https://www.rakuna.co/blog/posts/campus-recruiting-technologies-to-adopt-to-win-the-campus-recruitment-battle" target="_blank" rel="noopener">at Rakuna</a>!</p>
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</div>
<p></p>
<h2 class="text-center"></h2>
The Great Resignation
tag:recruitingblogs.com,2021-08-18:502551:BlogPost:2258371
2021-08-18T21:29:59.000Z
Mandy Fard - CPRW, CMRW
https://recruitingblogs.com/profile/MandyFardCPRW
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9444535857?profile=original" rel="noopener" target="_blank"><img class="align-full" height="229" src="https://storage.ning.com/topology/rest/1.0/file/get/9444535857?profile=RESIZE_710x" width="518"></img></a></p>
<p><span>"The Great Resignation" -- How did we get here? </span><span>How to professionally quit your job. Should you quit your job? …</span></p>
<p></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9444535857?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9444535857?profile=RESIZE_710x" class="align-full" width="518" height="229"/></a></p>
<p><span>"The Great Resignation" -- How did we get here? </span><span>How to professionally quit your job. Should you quit your job? </span></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9444535857?profile=original" target="_blank" rel="noopener">https://www.market-connections.net/blog/the-great-resignation</a></p>
<p></p>
<p></p>
How to fire employees using AI and destroy your company's reputation
tag:recruitingblogs.com,2021-08-12:502551:BlogPost:2255982
2021-08-12T16:04:13.000Z
Denys Yakushenko
https://recruitingblogs.com/profile/MakeItInUkraine
<p style="text-align: center;"><a href="https://storage.ning.com/topology/rest/1.0/file/get/9414834481?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/9414834481?profile=RESIZE_710x"></img></a></p>
<div class="cms-rich-text blog w-richtext"><p>A cautionary tale about how misguided management, combined with reckless use of new AI technologies, can ruin a company. However, we hope that this does not happen, and all the participants of the story will get a happy ending.</p>
<p><strong>Disclaimer</strong>: <em>The sources…</em></p>
</div>
<p style="text-align: center;"><a href="https://storage.ning.com/topology/rest/1.0/file/get/9414834481?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9414834481?profile=RESIZE_710x" class="align-center"/></a></p>
<div class="cms-rich-text blog w-richtext"><p>A cautionary tale about how misguided management, combined with reckless use of new AI technologies, can ruin a company. However, we hope that this does not happen, and all the participants of the story will get a happy ending.</p>
<p><strong>Disclaimer</strong>: <em>The sources are Telegram channels of private bloggers. This means that it is impossible to check 100% the accuracy of the information, and there is a certain amount of subjectivity in the opinions of the authors. Therefore, we will not indicate the name of the company directly in this text. Whoever wants, the original is available below (see the link at the end of the text).</em></p>
<p><em>However, the authors of the publication provide a link to the</em> <a href="https://www.glassdoor.com/Reviews/Xsolla-Reviews-E716523.htm"><em>company's reviews</em></a> <em>on Glassdoor (where several fresh negative reviews have already appeared), so you can draw your own conclusions.</em></p>
<p><strong><em>But then, why does it still make sense to publish this story?</em></strong> <em>Because, for what it's worth, such stories are not fiction. They are important to talk about. And we believe that it is essential to warn those who run their companies against acting this way.</em></p>
<h2>What happened</h2>
<p>At some startup, management decided to fire employees using Big Data. The authors of the original post cite a screenshot of a letter from the company CEO to employees of the development office. According to unverified reports, 150 people have already been fired this way.</p>
<p>The company is developing a platform for game developers to automatically connect and accept payments in different markets. The company works in hundreds of countries and makes $60+ million in annual revenues.</p>
<h2>What was this HR audit relied on?</h2>
<p>Judging from the text, AI analyzed employee activity in Jira, Confluence, Google Docs, Gmail, their dashboards, and marked them as unengaged and unproductive employees. Based on this, management sent out termination letters to these staff members.</p>
<h2>There are 6 reasons why you shouldn't do that</h2>
<p><em>These are things we've mentioned more than once in our publications and trend research:</em></p>
<h3>1. Human touch is the Head of the Management</h3>
<p><strong>AI, automation, Data Driven HR, predictive management</strong> - all these tools are important and useful, but on top of that should be standing <strong>Human Touch</strong> (we <a href="https://ain.ua/2021/03/21/11-trendov-v-rekrutinge-2021/">wrote</a> about it in the Ukrainian IT Business Media AIN). If some people and processes are marked as inefficient, management / HR has to get involved in the process and check it out personally, have a conversation, give a chance to correct the situation.</p>
<p><em>Or you can hire robots and fire them, too, with the help of robots.</em></p>
<p>Respected staffing expert Greg Savage briefly and accurately <a href="https://www.youtube.com/watch?v=EgVElJPuzFs">mentioned</a><span><a href="http://savefrom.net/?url=https%3A%2F%2Fwww.youtube.com%2Fwatch%3Fv%3DEgVElJPuzFs&utm_source=ff&utm_medium=extensions&utm_campaign=link_modifier" target="_blank" title="Получи прямую ссылку" rel="noopener"></a></span> this trend in his video message. You can't completely hand over the hiring process to artificial intelligence. The AI should only be an assistant. It's imperative that you have the personal involvement of a hiring expert. At the very least, it will make the right decision and improve the candidate experience.</p>
<p>The Mercer research <a href="https://www.mercer.com/content/dam/mercer/attachments/private/global-talent-trends-2020-report.pdf">contains</a> an excellent slogan / formula describing the importance of this balance:</p>
<blockquote><strong><em>Informed by data, augmented by humans</em></strong></blockquote>
<p>In other words, HR processes should be based on data analysis and driven to a successful outcome by a professional recruiter/ HR / Talent Acquisition manager.</p>
<h4>Are performance algorithms and estimating predictive quitting algorithms acceptable?</h4>
<p>In general, predictive algorithms are an interesting domain. Including the prediction of future layoffs and methods of analysis and management of employee turnover in HR, it has been researched for a relatively long time.</p>
<p>If you are interested to learn more about this subject, here are some examples of the decent reviews:</p>
<ul>
<li><a href="https://www.cnbc.com/2019/09/10/this-algorithm-can-predict-when-workers-are-about-to-quitheres-how.html">This algorithm can predict when workers are about to quit—here’s how</a> (CNBC)</li>
<li><a href="https://www.linkedin.com/business/talent/blog/talent-strategy/ibm-predicts-95-percent-of-turnover-using-ai-and-data">Here’s How IBM Predicts 95% of Its Turnover Using Data</a> (LinkedIn Blog)</li>
<li><a href="https://hbr.org/2019/08/better-ways-to-predict-whos-going-to-quit">Better Ways to Predict Who’s Going to Quit</a> (Harvard Business Review)</li>
<li><a href="https://www.rytfit.ai/talent-engagement/spotting-employee-behavior-with-ai/">How do you use AI to spot behaviors of an employee who wants to leave?</a> (Rytfit)</li>
</ul>
<h3>2. Effective management is wise</h3>
<p>It is the kind of management that will not go to extremes and try unproven experiments on its employees.</p>
<blockquote><strong><em>It is important to remember that the main value of a company is not its intellectual property, assets, or products, but its employees.</em></strong></blockquote>
<p>What will the company gain from the deterioration of the Employer Brand? More precisely, what will it take from it? Loss of reputation is the worst thing that can happen to a company.</p>
<h3>3. Know your situation</h3>
<p>Imagine a situation where the system analyzes the performance of employees who set up the system so well that activity has dropped. And...would they be fired? And if the useless employees flooded said communication channels with meaningless spam activity, would they be rewarded?</p>
<p>It's reminiscent of a situation where some country state has reduced their crime rate, and because of that, their police workload has decreased. Does that also mean that they are doing a bad job and should be fired?</p>
<p>What is important for a supervisor to recognize:</p>
<ul>
<li>You should know what's going on</li>
<li>You should know what's causing it</li>
<li>You should know what will this mean to your business, and how your business will be affected</li>
</ul>
<h3>4. Don't lie to people</h3>
<p>It's possible that the grounds for firing were very different (up to a worsening situation where the company can't afford a large staff) or the reasons for firing these particular people were different too. But it's crucial not to lie to your employees and always be honest.</p>
<h3>5. Don't let SkyNet kill the humanity</h3>
<p>This point will be brief: who told the manager that these AI scripts or services work correctly and don't contain logical errors in the code or in the basic algorithms themselves?</p>
<h3>6. Good news is for share, bad news is for person</h3>
<p>Even if the further analysis confirms that results and the employees really need to be fired, a good manager will not limit himself to a confusing and offensive message in a messenger or by email. Such things need to be discussed personally, perhaps through an HR manager. This decision is too important to be communicated carelessly.</p>
<h2>Company management's point of view</h2>
<p><em>The head of the company made a statement about these posts that the company is a living organism, which needs to be constantly in motion in order to survive and become better than the competitors. In the current market, they are not going to slow down the development of projects, because of this, they have to undertake unpopular measures. The company (by his words) demands a lot, but also gives a lot in return.</em></p>
<p><em>The management appreciates the employees, thanks them for their work, considers them great specialists, and it is painful to part with them. He promises that fired employees will get the maximum level of support from the company: from compensation packages to the assistance of the recruitment agencies to find them their next job.</em></p>
<p>But that pill cannot sweeten the devastating effect such actions have.</p>
<p>To summarize, in this case, it is not so much the names and personalities that matter, or whether the story happened the way it is being presented or not, the fact remains that it is very practically possible.</p>
<p>On the one hand, the transition of companies in the <a href="https://en.wikipedia.org/wiki/Volatility,_uncertainty,_complexity_and_ambiguity" target="_blank" rel="noopener">VUCA World</a> to Remote Format or even the creation of Remote-First companies has exposed new problems. Remote employees can be inefficient, and then the company has to find efficient ones.</p>
<p>On the other hand, the way it is done in this example is rough, unethical and unreasonable.</p>
<h4>What about layoffs in the world?</h4>
<p>Sometimes you hear the counterargument that, for example, in the U.S. an employee can often be fired very quickly, without time off or notice periods (<a href="https://www.bbc.com/worklife/article/20141217-the-worst-countries-for-sacking">The best - and worst - places to lose your job, by BBC</a>).</p>
<p>But just because it's done, that doesn't mean it's the right thing to do.</p>
<p>Has the manager or HR worked with employees' motivation and engagement? Are they confident that the selection results are correct? Do they understand the impact of such actions on Employer Branding in the long run? Have they weighed the pros and cons of such actions?</p>
<p>These are just some questions that company management should be asking themselves in such important matters as hiring and firing employees.</p>
<p><strong><em>P.S. <a href="https://www.makeitinua.com/" target="_blank" rel="noopener">Make it in Ukraine</a> hopes this case will be helpful to you. And if you're looking for experienced, motivated employees who build their remote work as efficiently as possible,</em></strong> <a href="https://calendly.com/igor-ostiak"><strong><em>contact us</em></strong></a><strong><em>.</em></strong></p>
<h3>Sources:</h3>
<ul>
<li>Series of initial Telegram posts: <a href="https://t.me/Theedinorogblog/2708">post 1</a>, <a href="https://t.me/antidigital/3994">post 2</a>, <a href="https://t.me/Theedinorogblog/2709">post 3</a>, <a href="https://t.me/Theedinorogblog/2710">post 4</a></li>
<li><a href="https://www.glassdoor.com/Reviews/Xsolla-Reviews-E716523.htm">Reviews on Glassdoor</a></li>
<li>Reviews on Habr (Russian): <a href="https://habr.com/ru/news/t/571238/">post 1</a>, <a href="https://habr.com/ru/news/t/571328/">post 2</a>, <a href="https://habr.com/ru/news/t/571488/">post 3</a> (legal aspects)</li>
</ul>
<p>Source image: <a href="https://www.theterminatorfans.com/scanline-vfx-breakdown-of-terminator-dark-fates-future-war-dam-scenes/">The Terminator Fans</a></p>
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Campus Recruiting Post COVID - How Should You Prepare?
tag:recruitingblogs.com,2021-08-08:502551:BlogPost:2254370
2021-08-08T16:15:35.000Z
Ngan Pham
https://recruitingblogs.com/profile/NganPham
<p>It seems in person events will be back in the recruiting agenda of a lot of recruiters. Have a look at a recent<span> </span><a href="https://www.naceweb.org/talent-acquisition/trends-and-predictions/spring-2021-quick-poll-on-internships-and-fall-recruiting/">Nace report</a><span> </span>on Spring Quick Poll on Internships and Fall 2021 Recruiting. Out of 296 responses, 44% of recruiters said they are likely to attend both virtual and in-person events this fall of 2021.</p>
<p>With the…</p>
<p>It seems in person events will be back in the recruiting agenda of a lot of recruiters. Have a look at a recent<span> </span><a href="https://www.naceweb.org/talent-acquisition/trends-and-predictions/spring-2021-quick-poll-on-internships-and-fall-recruiting/">Nace report</a><span> </span>on Spring Quick Poll on Internships and Fall 2021 Recruiting. Out of 296 responses, 44% of recruiters said they are likely to attend both virtual and in-person events this fall of 2021.</p>
<p>With the gradual vaccination plan active in several nations, the world is finally easing itself into the ‘new normal.’ In countries such as the US or the UK, the<span> </span><a href="https://www.b2bmarketing.net/en-gb/resources/features/look-2021-reintroducing-physical-events-chris-wickson">future</a><span> </span>is bright for physical and ‘hybrid’ events.</p>
<h2>Campus Recruiting: Welcome to The Hybrid Model</h2>
<p></p>
<div><img src="https://static.rakuna.co/images/blogs/event-and-campus-recruiting-post-covid/VRHJldO.png" alt="Recruit in a new landscape" class="align-full" width="742" height="494"/></div>
<p></p>
<h3>1. The Campus Recruiting Landscape Post-Covid</h3>
<p>With the Covid vaccine in wide circulation in many developed countries and the fall recruiting season is approaching, most companies are preparing for a possible on-site working plan. In the US, a survey done by the<span> </span><a href="https://pfnyc.org/news/return-to-office-survey-results-released-june-2021/">Partnership</a><span> </span>pointed out that nearly 62% of office workers are expected to be back to the workplace this September. This means we can potentially organize on-campus recruiting events again after a lengthy suspension.</p>
<p>The fact that people are coming back to the office doesn’t mean talent acquisition professionals are about to go completely offline. If there is anything the Pandemic has taught recruiters, it is entirely possible to conduct your hiring efforts through the Internet.</p>
<p>Robert Half Talent Solutions recently released its<span> </span><a href="https://www.roberthalf.com/employment-trends-demand-for-skilled-talent#hiring-challenges">July 2021 Hiring Trends</a><span> </span>report. Out of 2800 senior managers, 49% will continue to conduct remote interviews and onboarding as part of their recruiting strategy. The post-pandemic landscape will see an increase in companies using the hybrid method of candidate recruiting.</p>
<h3>2. Will The Hybrid Model Work With Campus Recruiting?</h3>
<p>The hybrid model can quickly grow into a common practice for businesses for two main reasons. The rapid development of technology and how<span> </span><a href="https://www.top-employers.com/en/insights/talent-strategy/millennials-are-tech-savvy.-gen-zs-are-tech-native/">tech-savvy</a><span> </span>today’s students (namely members of Generation Z) are becoming.</p>
<p>With the vast expansion of modern technology, It is highly beneficial to fill your open roles with young, recent graduates. There’s a reason why we know Gen Z members as<span> </span><a href="https://theconversation.com/generation-z-when-it-comes-to-behaviour-not-all-digital-natives-look-alike-155694">digital natives</a>. They were born in the age of smartphones, they grew up with social networks, and some consider them their base.</p>
<p>Gen Zers are also very sociable, linked by the strands of social media. Recruiting strategies like referral programs can be easily implemented on this highly connected generation.</p>
<h2>5 Valuable Tips to Get Back on Track With Post-COVID Campus Recruiting</h2>
<p>As employees are coming back to the office, we’ve worked out a list of useful tips you can consider to fast-familiarize yourselves with the new normal of campus recruiting!</p>
<div><img src="https://static.rakuna.co/images/blogs/event-and-campus-recruiting-post-covid/dUP2F2S.png" alt="Find the best candidates, step-by-step"/></div>
<p></p>
<h3>1. Review Your Recruiting Process</h3>
<p>If you want to switch to a hybrid recruiting model, a review of your recruiting process is in order. Have a look at your process and see how you can fit both recruiting methods. You can try the following implements:</p>
<ul>
<li>The Layered Hybrid Approach</li>
</ul>
<p>In this approach, your team can implement virtual and physical recruiting in calculated locations of the recruiting funnel to help push your candidates along and support the other model. For example, recruiters usually implement virtual recruiting solutions at the start of the hiring funnel to filter out more qualified candidates. Recruiters can then meet the chosen applicants in person for a final, more detailed assessment.</p>
<ul>
<li>The Synchronous Approach</li>
</ul>
<p>For this approach, your team will be running two smaller funnels of virtual recruiting and in-person recruiting at the same time. If you have a ranking list of schools you plan to visit this season; you can send your team to places you are more likely to find quality candidates. At the same time, a separate group can conduct virtual recruiting in schools with a lower likelihood. With this method, you can explore a new talent pool with little to no effect on your budget while still being able to recruit in key campuses.</p>
<p><a href="https://www.brazen.com/resources/hybrid-hiring-2021">LinkedIn’s 2021 survey</a><span> </span>stated clearly that a hybrid recruiting strategy will soon be the norm and widely applied. It is always beneficial to combine the good points of both practices and create a new, optimal one for your team.</p>
<h3>2. Check With Your Schools for Their Semester Plan</h3>
<p>Not all schools will be able to fully open or accept physical events due to multiple reasons. There might still be universities and colleges which remain online for the next semester of the new academic year. Therefore, you should check your chosen schools’ plans for the upcoming semester to position your recruiting strategy accordingly.</p>
<p>This is why having a hybrid model is so convenient. If the selected school has yet to allow for career fairs, you can still approach the student through social media, school career sites, and virtual events. You can also have your physical event team approach other schools while you wait for your main schools to open for an in-person event. When a school allows for in-person events, you will have the option to continue your virtual campaign or switch to a physical one.</p>
<h3>3. Provide Your Students With hands-on Experience</h3>
<p>An extended period of online learning has made university students more eager to get back to in-person events. An article released by<span> </span><a href="https://www.nextgenlearning.org/articles/high-school-student-internships-future">Next Generation Learning Challenges</a><span> </span>describes the challenge of lacking physical contacts when heading a virtual internship. Interns not being able to physically present in the office struggle to know their co-workers. Ultimately, virtual interns have to make extra effort to grasp the company’s culture.</p>
<p>Virtual internships are indeed helpful to prepare students who have a limited timetable or traveling capability. However, after a long period of Pandemic disruption and social distancing, being plunged back to another virtual program might not be preferred by a population of Gen Zers.</p>
<p>Like the hybrid recruiting model, your business can have both types of internships available to candidates. Better yet, you can follow the footsteps of<span> </span><a href="https://www.aboutamazon.com/news/workplace/amazon-welcomes-the-largest-global-intern-class-yet">Amazon</a>, where candidates can go into the office part of the week while the rest can be spent working from home.</p>
<h3>4. Get Your Recruiting Team Updated With the Latest Event Regulation</h3>
<p>Allowing for in-person events to resume always runs the risk of kick-starting another outbreak. This is why along with the mass vaccination plan, The Centers for Disease Control (CDC) in various countries always have guidelines available for hosting physical gatherings. You can view the regulation for the<span> </span><a href="https://www.cdc.gov/coronavirus/2019-ncov/community/large-events/considerations-for-events-gatherings.html">CDC United States</a><span> </span>here.</p>
<p>Make sure your recruiting team is updated with the latest version of the CDC and follow their guidance when attending any event in the future.</p>
<h3>5. Utilize Your Referral Programs</h3>
<p>Referral programs are always a good idea for campus recruiting. With the brand ambassador being the candidates themselves, a business can cut down a considerable amount of recruiting cost if successfully implemented. What about recruiting using referrals in a post-covid landscape?</p>
<p>A recent study mandated by<span> </span><a href="https://www.firstbird.com/en/press/the-future-of-employee-referrals-after-covid/">Firstbird</a><span> </span>shows that around 72% of the surveyed companies already have referral programs, but only 4% of those are truly utilizing them. It means there’s a big chance you can start launching your referral program now and get ahead in the game.</p>
<p>Remember that Gen Z is a very social age group. Being connected through social media creates multiple layers of connection. Two students from two different schools can be suggested as friends because they happen to know the same person or go to the same elementary school.</p>
<p>Another point to consider is that out of 8,273 Gen Zers, 50% have income and job prospects as the main stress driver, according to the<span> </span><a href="https://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html">2021 survey by Deloitte</a>. A referral program with good incentives, applied to a demographic of highly connected youths, might be the formula for success.</p>
<h2>To Conclude</h2>
<p>Now that virtual recruiting plays a more prominent role in the talent hunt, recruiting teams from all industries can use these 5 tips as a starting foundation to find the most suitable students for their business. We hope this article can help to bring in the best employees for your business.</p>
<p>If you are planning to recruit with the help of technology to enhance your campus hiring strategy, take a look at<span> </span><a href="https://www.rakuna.co/blog/posts/campus-recruiting-technologies-to-adopt-to-win-the-campus-recruitment-battle">these solutions</a>!</p>
<p><span>To view this original post and other exciting articles, visit us <a href="https://www.rakuna.co/blog/posts/event-and-campus-recruiting-post-covid" target="_blank" rel="noopener">at Rakuna</a>!</span></p>
<p></p>
<div class="article-content"><div class="row"><div class="col-md-12 text-center"><a href="https://www.rakuna.co/recruiting_crm/" target="_blank" class="hidden-xs hidden-sm" rel="noopener"><img id="vertical-banner-lg" src="https://www.rakuna.co/uploads/2021/05/11/CRMBanner1.png" class="img-responsive" alt="" name="vertical-banner-lg"/></a></div>
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How to source on the lesser known Site!! Black Duck Open Hub!!
tag:recruitingblogs.com,2021-08-02:502551:BlogPost:2252905
2021-08-02T17:16:19.000Z
Dean Da Costa
https://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9347286090?profile=original" rel="noopener" target="_blank"><img class="align-center" height="430" src="https://storage.ning.com/topology/rest/1.0/file/get/9347286090?profile=RESIZE_710x" width="430"></img></a></p>
<p>Black Duck Open Hub, formerly Ohloh, is a website which provides a web services suite and online community platform that aims to index the open-source software development community. Black Duck Open Hub <em><strong>is not a well known site and as such few h</strong></em>ave tried to source in it. Well to do this without you need go no further than…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9347286090?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9347286090?profile=RESIZE_710x" class="align-center" width="430" height="430"/></a></p>
<p>Black Duck Open Hub, formerly Ohloh, is a website which provides a web services suite and online community platform that aims to index the open-source software development community. Black Duck Open Hub <em><strong>is not a well known site and as such few h</strong></em>ave tried to source in it. Well to do this without you need go no further than into your bag of tricks and pull out an old tried and true tool, called x-raying.</p>
<p> </p>
<p>So, to source within Black Duck Open Hub you simply need to create an x-ray string, like the one below.</p>
<p> </p>
<p>site: openhub.net/accounts java</p>
<p> </p>
<p>If you run the strings above in google you will get the results below.</p>
<p></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9347286901?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9347286901?profile=RESIZE_710x" class="align-center" width="570" height="374"/></a></p>
<p>Then use your social detective skills and you are set.</p>
<p> </p>
<p>If you need more info on X-raying see my blog post <a href="http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a">http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a</a></p>
<p> </p>
<p>Until next week may the source be with you!!</p>
<p></p>
How to source on the lesser known Site!! Crewscale!!
tag:recruitingblogs.com,2021-07-26:502551:BlogPost:2249915
2021-07-26T18:20:49.000Z
Dean Da Costa
https://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9314788057?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/9314788057?profile=RESIZE_710x"></img></a></p>
<p></p>
<p></p>
<p><em><strong>Crewscale is a site that allows you to find</strong></em> remote high performing developers as you need them, from full-time remote engineering teams to hourly contractors<em><strong>. Crewscale is not a well known site and as such few h</strong></em>ave tried to source in it.</p>
<p>Well to do this without you need go no…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9314788057?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9314788057?profile=RESIZE_710x" class="align-center"/></a></p>
<p></p>
<p></p>
<p><em><strong>Crewscale is a site that allows you to find</strong></em> remote high performing developers as you need them, from full-time remote engineering teams to hourly contractors<em><strong>. Crewscale is not a well known site and as such few h</strong></em>ave tried to source in it.</p>
<p>Well to do this without you need go no further than into your bag of tricks and pull out an old tried and true tool, called x-raying.</p>
<p> </p>
<p>So, to source within Crewscale you simply need to create an x-ray string, like the one below.</p>
<p> </p>
<p>site:app.crewscale.com/public/profile/ Java</p>
<p> </p>
<p>If you run the strings above in google you will get the results below.</p>
<p></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9314741295?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9314741295?profile=RESIZE_710x" class="align-center" width="597" height="345"/></a></p>
<p>Then use your social detective skills and you are set.</p>
<p> </p>
<p>If you need more info on X-raying see my blog post <a href="http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a">http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a</a></p>
<p> </p>
<p>Until next week may the source be with you!!</p>
<p></p>
Social Media Recruiting: 10 Tips and Best Practices
tag:recruitingblogs.com,2021-07-04:502551:BlogPost:2241110
2021-07-04T14:00:00.000Z
Ngan Pham
https://recruitingblogs.com/profile/NganPham
<div class="text-center blog-post-header" id="blog-post-header"><div class="article-list-footer"></div>
</div>
<div class="blog-post-content-container"><div class="article-content"><p><span style="font-size: 12pt;"><a href="https://thenextweb.com/contributors/2019/01/30/digital-trends-2019-every-single-stat-you-need-to-know-about-the-internet/" rel="noopener" target="_blank" title="Over 45% of the world population or roughly 3,48 billion people are using social media in 2019">Over 45% of the…</a></span></p>
</div>
</div>
<div class="text-center blog-post-header" id="blog-post-header"><div class="article-list-footer"></div>
</div>
<div class="blog-post-content-container"><div class="article-content"><p><span style="font-size: 12pt;"><a href="https://thenextweb.com/contributors/2019/01/30/digital-trends-2019-every-single-stat-you-need-to-know-about-the-internet/" target="_blank" title="Over 45% of the world population or roughly 3,48 billion people are using social media in 2019" rel="noopener">Over 45% of the world population or roughly 3,48 billion people are using social media in 2019</a>. Millennials and Gen Z, the current and future main workforce spend a large amount of their lives on social networks. Regarding this global phenomenon, recruiters and headhunters are focusing more on social media recruiting to discover and approach high-quality candidates.</span></p>
<p><span style="font-size: 12pt;">Social media is a gateway to effective branding and recruiting, so if you’re not already in the game, you are missing out on a lot of opportunities.This article will give you insights and tips to kickstart your social media recruiting campaigns.</span></p>
<p></p>
<h2><span style="font-size: 12pt;">What is social media recruiting?</span></h2>
<p><span style="font-size: 12pt;">Simply put, social media recruiting is using social networks such as Facebook, Twitter, LinkedIn, Instagram, etc for discovering, attracting and hiring talent. And it is not a substitute for job boards and advertising on a corporate website; rather, it supplements all these activities.</span></p>
<p><span style="font-size: 12pt;">Social media recruiting can offer you a myriad of benefits, namely:</span></p>
<ul>
<li><span style="font-size: 12pt;">Reaching passive candidates - those who are not actively looking for jobs or haven’t heard of your company.</span></li>
<li><span style="font-size: 12pt;">Attracting those with potentially better culture fit.</span></li>
<li><span style="font-size: 12pt;">Saving a lot of money, you will spend much less than traditional advertisements.</span></li>
<li><span style="font-size: 12pt;">Getting more referrals.</span></li>
<li><span style="font-size: 12pt;">Being able to establish a more personal connection with potential candidates.</span></li>
</ul>
<p><span style="font-size: 12pt;">The benefits of social media recruiting are clear, so without further ado, let’s dive into our 10 tips to master your social media recruiting campaigns.</span></p>
<p></p>
<h2><span style="font-size: 12pt;">Top 10 essential social media recruiting strategies and case studies</span></h2>
<p></p>
<h3><span style="font-size: 12pt;">01. Build An Online Reputation For Your Company</span></h3>
<p><span style="font-size: 12pt;">Millennials and Gen Z are notoriously idealistic; a company is only deemed worth working for if the company’s values align with theirs. They need to form an emotional and ethical connection to be able to commit to their work. Therefore, the broadcast of your brand’s characteristics is extremely vital if you want to attract millennials and Gen Z candidates.</span></p>
<p><span style="font-size: 12pt;">So how can you incorporate this strategy? It’s quite simple, actually:</span></p>
<ul>
<li><span style="font-size: 12pt;">First, you need to learn your company's core value, culture, company vision and mission by heart. From those fundamentals, then recruiters/ marketers can start branch out and be creative on the choice of voice and content: Are you funny, quirky or are you more on the formal and serious side of the spectrum? Are you friendly or sarcastic? Whatever you are, stick to it and tailor it to appeal to your ideal candidates.</span></li>
<li><span style="font-size: 12pt;">Be consistent with that voice and use it to showcase your beliefs, values and uniqueness. Needless to say, your potential candidates have a sweet spot for these things.</span></li>
<li><span style="font-size: 12pt;">Promote your employees’ experience. It can be a day-to-day update or special events, or just sharing from your people. Nothing polishes your brand image for recruiting than showing what it’s like to work for you.</span></li>
</ul>
<p><span style="font-size: 12pt;"><a href="https://www.instagram.com/lifeatgoogle/?utm_source=ig_embed" target="_blank" title="lifeatgoogle Instagram" rel="noopener">lifeatgoogle Instagram</a> is the epitome of building a good image in candidates’ minds. The Instagram account is a collection of moments and sharings from Google employees, demonstrating the signature dynamic and fun working environment we’ve always heard about Google.</span></p>
<p><br/><span style="font-size: 12pt;"><img src="https://www.rakuna.co/uploads/2020/02/20/online-reputation.jpg" width="502" height="395" alt="online reputation in social media recruiting" title="Social media recruiting: online reputation" class="img-responsive center-block"/></span></p>
<h3><span style="font-size: 12pt;">02. Involve your employees in sharing posts on social media</span></h3>
<p><span style="font-size: 12pt;">Being popular on the Internet requires a lot of sharing. And popularity equals more potential candidates reached. Never underestimate the power of personal connections. In an era of advertising bombardment, people are more cautious and in need of recommendations from friends and acquaintances more than ever. Just simply finding out about a company on social media isn’t enough for a job seeker to actually apply for it. They need a little push, they need reviews, they need testimonials. And your employees might just be the person prospective candidates can trust and the people to convince prospective candidates to apply for the job.</span></p>
<p><span style="font-size: 12pt;">This method is inarguably the easiest to implement, since all you have to do is to encourage your employees to share your content. You can spice things up by also having them make referrals and give bonuses to employees who can make new, high-quality referrals.</span></p>
<p></p>
<h3><span style="font-size: 12pt;">03. Be creative with your content</span></h3>
<p><span style="font-size: 12pt;">To build a good brand image, you need to be a good story teller. No matter how cool your company is, if you fail to convey that wonderful idea, no one will notice you and your company will forever remain underground.</span></p>
<p><span style="font-size: 12pt;">Luckily, social media offers you a variety of ways to tell your stories, one of which is being visual. Frankly, visuals are the best way to capture attention. What you need to do is to create and share viral photos and videos. Show the world who you are, what you do, what you believe in, and what it’s like to be a part of your business.</span></p>
<p><span style="font-size: 12pt;">Here’s a bonus tip: Be consistent with your design. In addition to a distinct voice, you also need a unique tone in your photos and videos.</span></p>
<p><span style="font-size: 12pt;">A good example of good content is <a href="http://youtube.com/watch?v=ZQdlCQmzUAM&feature=youtu.be" target="_blank" title="LEGO Technic’s Bugatti Chiron that DRIVES" rel="noopener">LEGO Technic’s Bugatti Chiron that DRIVES</a>. They managed to show a firm belief in making the impossible possible. Moreover, LEGO also succeeded in conveying a fun and cool atmosphere to their audience, rendering them a perfect fit for those who enjoy a vibrant working environment.</span></p>
<p></p>
<h3><span style="font-size: 12pt;">04. Connect with the right people</span></h3>
<p><span style="font-size: 12pt;">There is an online community for almost every topic you can think of. Those places are full of potential candidates skilled in what they do who are finding a chance to prove and develop themselves.</span></p>
<p><span style="font-size: 12pt;">So, don’t overlook the niche networks. Join Facebook, LinkedIn groups or Subreddits related to your field. There are always top talents in the rubble, diamonds in the rough. All you have to do is look for them.</span></p>
<p></p>
<h3><span style="font-size: 12pt;">05. Be active on multiple platforms</span></h3>
<p><span style="font-size: 12pt;">Most recruiters are actively hunting talent on LinkedIn, but it is not enough. Remember, you cannot create an image and make a good impression in the public if you narrow your audience to a sole platform. Many young people and passive candidates don’t even have a LinkedIn account.</span></p>
<p><span style="font-size: 12pt;">Expand your playground, but beware of the directions to which you do:</span></p>
<ul>
<li><span style="font-size: 12pt;">Instagram, it’s proven to be the social network with <a href="https://go.forrester.com/blogs/15-09-15-how_does_your_brand_stack_up_on_facebook_twitter_and_instagram/" target="_blank" title="the highest user engagement" rel="noopener">the highest user engagement</a>.</span></li>
<li><span style="font-size: 12pt;">Facebook, which offers multiple business tools for insights and advertising.</span></li>
<li><span style="font-size: 12pt;">Pinterest, if you are confident in your visuals.</span></li>
<li><span style="font-size: 12pt;">Twitter is a splendid choice for those of you who have a strength in copywriting.</span></li>
</ul>
<p><span style="font-size: 12pt;">There are yet even more platforms for you to choose from, but keep in mind that no social network is similar to the other. They all have their own essence, and require different types of content to stand out. Remember to choose what fits your company the best and find a way to adapt to your chosen networks.</span></p>
<p></p>
<h3><span style="font-size: 12pt;">06. Harness the power of the hashtag</span></h3>
<p><span style="font-size: 12pt;">The familiar “#” symbol connects content from every nook and cranny of the Internet. It’s one of the reasons why it’s so easy to get lost in the “Discover” section on Instagram or any other platform. One hashtag leads to another and soon the user will be lost in a maze of entangled posts.</span></p>
<p><span style="font-size: 12pt;">Hashtags are your ladder to Trending posts, enabling you to be recognized easily by a larger audience. Imagine the company being a spier and the potential candidates their prey, then the hashtags are basically the spider’s web. So how can we make the most of the hashtag? First, find out which hashtags are trending with the help of statistics.</span></p>
<p><span style="font-size: 12pt;">Figure out which hashtags work for you, or try to find ways to incorporate popular hashtags into your content. But do not forget tip No.01 - make sure you stick to your voice.</span></p>
<p><span style="font-size: 12pt;">Ask yourself what hashtags suit your demographics the most. Go for what is short and memorable.</span></p>
<p><span style="font-size: 12pt;">In case there’s no existing hashtag that shows your brand’s essence, be inventive and create your own. Personalize your hashtags and make them work for you.</span></p>
<p></p>
<h3><span style="font-size: 12pt;">07. Use social recruiting software</span></h3>
<p><span style="font-size: 12pt;">Using social recruiting software enables you to simplify the process and streamline social media recruiting. Similar to other recruiting methods, leverage technology can play a significant role in making your job easier and more convenient.</span></p>
<p><span style="font-size: 12pt;">Social recruiting software can help you sync all of your company’s social media accounts, schedule posts, and automate responses, etc.</span></p>
<p><span style="font-size: 12pt;">Some popular social recruiting platforms include:</span></p>
<h4><span style="font-size: 12pt;">Bullhorn</span></h4>
<p><span style="font-size: 12pt;"><a href="https://www.bullhorn.com/" target="_blank" title="Bullhorn" rel="nofollow noopener">Bullhorn</a> focuses on providing customer relationship management, applicant tracking system and operation software for the staffing industry.</span></p>
<p><span style="font-size: 12pt;">Bullhorns allows recruiters to create and share job postings across various social media platforms and job boards. Recruiters can have access to more insights by tapping to its social media recruiting analytics boards</span></p>
<p><br/><span style="font-size: 12pt;"><img class="img-responsive center-block" width="900" height="437" src="https://www.rakuna.co/uploads/2020/02/20/bullhorn-crm.jpg" alt="Bullhorn CRM" title="Bullhorn CRM"/></span></p>
<h4><span style="font-size: 12pt;">Greenhouse</span></h4>
<p><span style="font-size: 12pt;"><a href="https://www.greenhouse.com/" target="_blank" title="Greenhouse" rel="nofollow noopener">Greenhouse</a> collects into one dashboard the job seekers’ applications from different routes like employment websites and referrals. Greenhouse is an open platform that uses an application programming interface (API) to facilitate the aggregation.</span></p>
<p><br/><span style="font-size: 12pt;"><img src="https://www.rakuna.co/uploads/2020/02/20/greenhouse-crm.jpg" width="1130" height="570" alt="Greenhouse CRM" title="Greenhouse CRM" class="img-responsive center-block"/></span></p>
<h4><span style="font-size: 12pt;"><a href="https://inomics.com/" target="_blank" title="INOMICS" rel="noopener">INOMICS</a></span></h4>
<p><span style="font-size: 12pt;">More than a social recruiting platform, INOMICS is the go-to site to get valuable information, advice, career and study offers in the area of economics and related disciplines.</span></p>
<p><span style="font-size: 12pt;">INOMICS offers effective channels for universities, research centers and companies to recruit within a niche community of students, researchers and professors in economics.</span></p>
<p><span style="font-size: 12pt;">From social media campaigns to website content creation and development, INOMICS offer customers a free consultation so that they can find the right marketing mix to optimize their employer branding and recruitment.</span></p>
<p><br/><span style="font-size: 12pt;"><img class="img-responsive center-block" width="900" height="437" src="https://www.rakuna.co/uploads/2020/02/20/Inomics.jpg" alt="Inomics's social recruiting platform" title="Inomics's social recruiting platform"/></span></p>
<h4><span style="font-size: 12pt;">Lever</span></h4>
<p><span style="font-size: 12pt;"><a href="https://www.lever.co/" target="_blank" title="Lever" rel="noopener">Lever</a> is a cloud-based solution that offers ATS and CRM functionality in one single platform to manage the hiring process. It helps teams of all sizes to source, nurture and manage their candidates, all in one place.</span></p>
<p></p>
<p><br/><span style="font-size: 12pt;"><img class="img-responsive center-block" width="1033" height="513" src="https://www.rakuna.co/uploads/2020/02/20/lever-crm.jpg" alt="Lever CRM" title="Social media recruiting Lever"/></span></p>
<h4><span style="font-size: 12pt;">Rakuna</span></h4>
<p><span style="font-size: 12pt;"><a href="https://www.rakuna.co/recruiting_crm/" target="_blank" title="Rakuna" rel="noopener">Rakuna</a> focuses on campus & event recruitment and has helped a wide range of customers from startups to large enterprises to attract millennials and gen Z talent.</span></p>
<p><span style="font-size: 12pt;">Rakuna offers a wide variety of independent tools, including Event Management, Recruit App, and Recruiting CRM to recruiters to optimize their recruiting operation.</span></p>
<p><br/><span style="font-size: 12pt;"><img src="https://www.rakuna.co/uploads/2020/02/20/rakuna-crm.jpg" width="1148" height="537" alt="Rakuna CRM" title="Rakuna CRM" class="img-responsive center-block"/></span></p>
<h4><span style="font-size: 12pt;">Jobvite</span></h4>
<p><span style="font-size: 12pt;"><a href="https://www.jobvite.com/" target="_blank" title="Jobvite" rel="nofollow noopener">Jobvite</a> is a cloud-based applicant tracking system (ATS) that enables users to manage hiring processes including job distribution, screening, interviewing and sending out offers. It’s suitable for midsize and enterprise recruiting companies.</span></p>
<p><br/><span style="font-size: 12pt;"><img class="img-responsive center-block" width="815" height="511" src="https://www.rakuna.co/uploads/2020/02/20/jobvite-crm.jpg" alt="Social media recruiting Jobvite" title="Social media recruiting Jobvite"/></span></p>
<h4><span style="font-size: 12pt;">08. Livestream videos</span></h4>
<p><span style="font-size: 12pt;">This is a great way to hold conversations with potential candidates. With this feature, you can organize Q&A sessions where you can provide tailored answers to specific questions job seekers have in mind. This is also a chance for you to hold conversations and build rapport with your target candidates.</span></p>
<p><span style="font-size: 12pt;">This is a fairly easy method to carry out. All you have to do is schedule a live Q&A session as a Facebook event, share it on other platforms if you will.</span></p>
<p><span style="font-size: 12pt;">A great example of this tip is Microsoft Live’s live sessions. They hold sessions like this pretty regularly. Regardless of their reputation, events like that are sure to attract a myriad of candidates.</span></p>
<p><br/><span style="font-size: 12pt;"><img class="img-responsive center-block" width="390" height="512" src="https://www.rakuna.co/uploads/2020/02/20/optimize-facebook.jpg" alt="Optimize facebook" title="Social media recruiting: Optimize facebook"/></span></p>
<h4><span style="font-size: 12pt;">09. Create a separate account for recruiting</span></h4>
<p><span style="font-size: 12pt;">Having a social media account specialized in recruiting creates a more streamlined experience for job seekers to find information about your company. You can also target a more specific set of audience - your candidates. By having a profile meant for nothing but recruiting purposes, you make the job searching and applying process much easier and therefore, easing job hunters into choosing your company as a destination.</span></p>
<p><span style="font-size: 12pt;">So what do you need to know before creating a new account meant just for recruiting?</span></p>
<ul>
<li><span style="font-size: 12pt;">You can’t go wrong with the name. Keep it simple and recognizable.</span></li>
<li><span style="font-size: 12pt;">Tailor the content to the interests of applicants.</span></li>
<li><span style="font-size: 12pt;">Showcase your workplace culture periodically. This is a great place for it.</span></li>
<li><span style="font-size: 12pt;">Make sure your contact and application information is easy to find.</span></li>
</ul>
<p><span style="font-size: 12pt;">An exemplary recruiting account is <a href="https://twitter.com/underarmourjobs?lang=en" target="_blank" title="Under Armour Jobs" rel="noopener">Under Armour Jobs</a>. This Twitter page shows you all you need to know if you are considering applying for Under Armour. Most of their posts are focused on broadcasting their employees’ experience, a big attention grabber. The link to their “Career” website is apparent on their bio. What’s not to like about them?</span></p>
<p><br/><span style="font-size: 12pt;"><img src="https://www.rakuna.co/uploads/2020/02/20/optimize-twitter.jpg" width="800" height="374" alt="optimize twitter" title="Optimize twitter" class="img-responsive center-block"/></span></p>
<h4><span style="font-size: 12pt;">10. Optimize your LinkedIn page</span></h4>
<p><span style="font-size: 12pt;">LinkedIn is without a doubt the best social network for recruiting, and anyone with a business should be sure to have a profile on the “World’s largest social network”.</span></p>
<p><span style="font-size: 12pt;">If you want to get started with LinkedIn, here are a few tips you should remember:</span></p>
<ul>
<li style="list-style-type: none"><ul>
<li><span style="font-size: 12pt;">Fully complete your brand page. The text on your main page is what Google uses to decide where your page appears in the search results. Google only shows the first 154 characters, so your message needs to be good.</span></li>
</ul>
</li>
</ul>
<br/><span style="font-size: 12pt;"><img class="img-responsive center-block" width="440" height="316" src="https://www.rakuna.co/uploads/2020/02/20/optimize-linkedin.jpg" alt="Optimize linkedin" title="Social media recruiting: Optimize linkedin"/></span><br/>
<ul>
<li><span style="font-size: 12pt;">Fill out your description. Include keywords people would use to look your company up. And don’t forget to balance it out with those for marketing purposes - customers search for your business too, not just job searchers.</span></li>
<li><span style="font-size: 12pt;">Use filters to find the right candidates. There are so many people on LinkedIn that the market becomes diluted. You need to narrow down your potential candidates by searching by location, current and past company, years of experience, etc. anything you need in an employee and finally choose one that ticks all the boxes.</span></li>
<li><span style="font-size: 12pt;">And don’t forget to complete the “Company Specialties” section.</span></li>
</ul>
<h2><span style="font-size: 12pt;">Conclusion</span></h2>
<p><span style="font-size: 12pt;">The majority of your target candidates use social networks frequently for both recreational purposes and career prospects. Social media recruiting strategies are therefore crucial to building a good employer brand and reaching job seekers.</span></p>
<p><span style="font-size: 12pt;">The aforementioned 10 tips are just a starter, it’s your turn to pick one to start testing and decide what works best for your company. Whatever niche you are planning to go for, do well and be the best.</span></p>
<div class="row"><div class="col-md-12 text-center"><span style="font-size: 12pt;">Check out this post on the main fanpage: <a href="https://bit.ly/3hAZnuy">https://bit.ly/3hAZnuy</a></span></div>
</div>
</div>
<br />
</div>
To Connect or not to Connect
tag:recruitingblogs.com,2021-07-06:502551:BlogPost:2242087
2021-07-06T22:48:31.000Z
Dean Da Costa
https://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9212485285?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/9212485285?profile=RESIZE_710x"></img></a></p>
<p></p>
<p><span style="font-size: 18pt;">As you might imagine I like most, get a lot of connection requests form Linkedin, Facebook, Twitter etc. I am pretty easy about connecting with people. That said if I don’t know them, I always check out their social profile, however I only check the profile of the social site they are trying to connect to me…</span></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9212485285?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9212485285?profile=RESIZE_710x" class="align-center"/></a></p>
<p></p>
<p><span style="font-size: 18pt;">As you might imagine I like most, get a lot of connection requests form Linkedin, Facebook, Twitter etc. I am pretty easy about connecting with people. That said if I don’t know them, I always check out their social profile, however I only check the profile of the social site they are trying to connect to me with. Reason is simple if they want to connect with me, you would think people who want to connect would have a fairly robust social profile. However at least 65% of the those trying to connect have little to no info on their profile. Which makes it very hard for me to decide what to do. So, the moral of this is if you want to connect to someone you don’t know at least have a robust enough profile for them to figure out who and what you are. There are just so many scams and fakes out there without the info we will not accept. Well at least I will not. Also, even if you send a message with your invite at least have it be an engaging, inviting message not a request for something more than just to connect. Meaning don’t say hi and will you endorse me or hi I want to sell you something. I don’t accept those at all. It is common curtesy to me. Well, the same on Social Media only just your name is not enough. We need to know more, enough to know if your legit and if there is a reason for us to connect. Its common curtesy, so I guess, this falls under Social Media etiquette. I mean would you except an invite from someone you don’t know who has nothing but their name on their profile? Of course not, so don’t ask us to do it either Please give us a reason to connect.</span></p>
<p></p>
<p><span style="font-size: 18pt;">Next week back to our serious on lesser known sites</span></p>
How to source on the lesser known Site!!A List A Part!!
tag:recruitingblogs.com,2021-06-28:502551:BlogPost:2238830
2021-06-28T19:15:48.000Z
Dean Da Costa
https://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9154781458?profile=original" rel="noopener" target="_blank"><img class="align-center" height="353" src="https://storage.ning.com/topology/rest/1.0/file/get/9154781458?profile=RESIZE_710x" width="570"></img></a></p>
<p><em><strong>A List Apart</strong></em> explores the design, development, and meaning of web content, with a special focus on web standards and best practices. A List A Part is a little-known site and few have tried to source in it. Well to do this without you need go no further than into your bag of tricks and pull out an old tried and true tool,…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9154781458?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9154781458?profile=RESIZE_710x" class="align-center" width="570" height="353"/></a></p>
<p><em><strong>A List Apart</strong></em> explores the design, development, and meaning of web content, with a special focus on web standards and best practices. A List A Part is a little-known site and few have tried to source in it. Well to do this without you need go no further than into your bag of tricks and pull out an old tried and true tool, called x-raying.</p>
<p> </p>
<p>So, to source within A List A Part you simply need to create an x-ray string, like the one below.</p>
<p> </p>
<p>site:alistapart.com/author</p>
<p> </p>
<p>If you run the strings above in google you will get the results below.</p>
<p></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9154781283?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9154781283?profile=RESIZE_710x" class="align-center" width="683" height="338"/></a></p>
<p> </p>
<p>Then use your social detective skills and you are set.</p>
<p> </p>
<p>If you need more info on X-raying see my blog post <a href="http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a">http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a</a></p>
<p> </p>
<p>Until next week may the source be with you!!</p>
<p></p>
How to source on the lesser known Site!!Bytes!!
tag:recruitingblogs.com,2021-06-21:502551:BlogPost:2235777
2021-06-21T17:56:35.000Z
Dean Da Costa
https://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9121950266?profile=original" rel="noopener" target="_blank"> </a></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9121951273?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/9121951273?profile=RESIZE_710x"></img></a></p>
<p><em><strong>Bytes.com</strong></em> is a community for software developers and programmers. Get programming and software development help from 468464 other developers.</p>
<p>Bytes is a little-known site and few have…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9121950266?profile=original" target="_blank" rel="noopener"> </a></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9121951273?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9121951273?profile=RESIZE_710x" class="align-center"/></a></p>
<p><em><strong>Bytes.com</strong></em> is a community for software developers and programmers. Get programming and software development help from 468464 other developers.</p>
<p>Bytes is a little-known site and few have tried to source in it. Well to do this without you need go no further than into your bag of tricks and pull out an old tried and true</p>
<p>tool, called x-raying.</p>
<p> </p>
<p>So, to source within Bytes you simply need to create an x-ray string, like the one below.</p>
<p> </p>
<p>site:bytes.com/profile Developer</p>
<p> </p>
<p>If you run the strings above in google you will get the results below.</p>
<p></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9121951696?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9121951696?profile=RESIZE_710x" class="align-center" width="481" height="358"/></a></p>
<p>Then use your social detective skills and you are set.</p>
<p> </p>
<p>If you need more info on X-raying see my blog post <a href="http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a">http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a</a></p>
<p> </p>
<p>Until next week may the source be with you!!</p>
<p> </p>
<p></p>
<p></p>
Search in LinkedIn Business vs. Recruiter (Guess Who Wins!)
tag:recruitingblogs.com,2021-06-20:502551:BlogPost:2235160
2021-06-20T22:30:00.000Z
Irina Shamaeva
https://recruitingblogs.com/profile/IrinaShamaeva
<p><strong><img alt="" class="aligncenter size-full wp-image-209556" height="319" src="https://booleanstrings.com/wp-content/uploads/2021/06/linkedinsearch.png" width="492"></img></strong></p>
<p>The never-documented <a href="https://booleanstrings.com/linkedin-search-operators/">LinkedIn search operators</a> make people search with a personal account - Business, Job Seeker, and Basic - comparable or better than the most expensive subscription, LinkedIn Recruiter. Let's go over a comparison, operator by operator.</p>
<p><strong>headline:</strong></p>
<p>The operator works in LinkedIn Business (and Basic). The search for the headline is absent in…</p>
<p><strong><img class="aligncenter size-full wp-image-209556" src="https://booleanstrings.com/wp-content/uploads/2021/06/linkedinsearch.png" alt="" width="492" height="319"/></strong></p>
<p>The never-documented <a href="https://booleanstrings.com/linkedin-search-operators/">LinkedIn search operators</a> make people search with a personal account - Business, Job Seeker, and Basic - comparable or better than the most expensive subscription, LinkedIn Recruiter. Let's go over a comparison, operator by operator.</p>
<p><strong>headline:</strong></p>
<p>The operator works in LinkedIn Business (and Basic). The search for the headline is absent in Recruiter - and altogether, "officially" on LinkedIn. It is such an omission!</p>
<p>Example: Members who are open to work: <a href="https://www.linkedin.com/search/results/people/?keywords=(headline%3Aopen%20OR(headline%3Alooking))%20(work%20OR(job))">(headline:open OR(headline:looking)) (work OR(job))</a></p>
<p><em>Who wins:</em> Business</p>
<p><strong>skills:</strong></p>
<p>With a Business account, you can search for the skills that members enter. In Recruiter, it is impossible. It looks for "assumed" skills picking keywords from profiles. It is not exactly like keyword search but is close - see an example below. (How is it valuable?)</p>
<p>Example - Business vs. Recruiter</p>
<p>Members with the skill including the word "lazy" - <a href="https://www.linkedin.com/search/results/people/?keywords=skills%3Alazy">skills:lazy.</a> It shows fewer than 500 profiles that have <em>Lazy</em> Eye Treatment or <em>Lazy</em> Loading (a term in Computer Science) skills. Some also said they <em>are</em> lazy, but they are in a small minority. :)</p>
<p>In Recruiter, we get 30K+ results for the skill "lazy"(feel free to laugh!).<img class="aligncenter size-full wp-image-209548" src="https://booleanstrings.com/wp-content/uploads/2021/06/lazy.png" alt="" width="405" height="70"/></p>
<p>Searching "lazy" as a keyword shows 49K+ results. I.e., Recruiter "assigns" a "skill" to <em>over 60%</em> of members who have the keyword somewhere on the profile - for example, work at the "Lazy Dog" restaurant. How Recruiter decides to "promote" a keyword to a "skill" it, of course, a mystery.</p>
<p><em>Who wins:</em> Business</p>
<p><strong>school:</strong></p>
<p>Example: <a href="https://www.linkedin.com/search/results/people/?keywords=school%3Aharvard">school:harvard</a></p>
<p>Search by the school name is absent in Recruiter.</p>
<p><em>Who wins:</em> Business</p>
<p><strong>fieldsofstudy:</strong></p>
<p>Example: <a href="https://www.linkedin.com/search/results/people/?keywords=fieldsofstudy%3A101001">fieldsofstudy:101001</a> (101001 is the code for "Political Science and Government")</p>
<p>The Field of Study is available in Recruiter.</p>
<p><em>Who wins:</em> a tie</p>
<p><strong>degree:</strong></p>
<p>Well, there "should be" an operator for the degree - but, alas, <a href="https://www.linkedin.com/search/results/people/?keywords=degree%3A200">it does not work</a> (200 is the code for Bachelors).</p>
<p><em>Who wins:</em> Recruiter</p>
<p><strong>startyear: endyear:</strong> (years in school)</p>
<p>Example: <a href="https://www.linkedin.com/search/results/people/?keywords=endyear%3A2022">endyear:2022</a></p>
<p><em>Who wins:</em> a tie</p>
<p><strong>companytype: companysize:</strong></p>
<p>Example: <a href="https://www.linkedin.com/search/results/people/?keywords=companysize%3AI">companysize:I</a> - people who work at companies with <a href="https://docs.microsoft.com/en-us/linkedin/shared/references/reference-tables/company-size-codes">10K+ employees</a>.</p>
<p><em>Who wins:</em> a tie</p>
<p><strong>yoe:</strong> (years of experience)</p>
<p>(<em>Note:</em> LinkedIn tells us that the "years of experience" is the number of years between starting a job and now - or ending work. But it is not precisely that because some members can be found by different years of experience: <a href="https://www.linkedin.com/search/results/people/?keywords=yoe%3A3%20AND%20yoe%3A6">yoe:3 AND yoe:6.)</a></p>
<p>In Recruiter, it is easier to search for an interval. The years are between 0 and 30. In Business, you can search for years of experience between 0 and 100.</p>
<p><em>Who wins:</em> a tie</p>
<p><strong>spokenlanguage: '</strong></p>
<p>The spoken language is a free-form text field on the profiles - members can enter "any" languages, ignoring the prompts for the standard ones. For example, these 11K Developers "speak" Python: <a href="https://www.linkedin.com/search/results/people/?keywords=spokenlanguage%3Apython">spokenlanguage:python</a>.</p>
<p>It is not so easy to search by the "Python" spoken language in Recruiter:<br/> <img class="aligncenter wp-image-209552" src="https://booleanstrings.com/wp-content/uploads/2021/06/skills.png" alt="" width="354" height="244"/></p>
<p><em>Who wins:</em> Business</p>
<p><strong>functions: seniority:</strong></p>
<p>The operators in LinkedIn Business work just the same as Recruiter selections.</p>
<p><em>Who wins:</em> a tie</p>
<p><strong>Years at a company or in position:</strong></p>
<p>Alas, I have not found those operators.</p>
<p><em>Who wins:</em> Recruiter</p>
<p><em>Also,</em> compared to Recruiter, the Business account allows Boolean search with the operators. For example, you can exclude people from a given industry. <a href="https://www.linkedin.com/search/results/people/?keywords=NOT%20(industry%3A104)">NOT (industry:104)</a> excludes members in Staffing and Recruiting.</p>
<p><em>Who wins:</em> Business</p>
<p>The end score:</p>
<ul>
<li>Business - 6.5 points</li>
<li>Recruiter - 4.5 points</li>
</ul>
<p></p>
Text Message Recruiting Software: To Adopt Into Your Recruiting Program
tag:recruitingblogs.com,2021-05-11:502551:BlogPost:2221352
2021-05-11T05:02:24.000Z
Ngan Pham
https://recruitingblogs.com/profile/NganPham
<h2><b>Text Message Recruiting Software: A comprehensive review of the best platforms available</b></h2>
<p>According to<span> </span><a href="https://financesonline.com/sms-marketing-statistics/">FinancesOnline<span> </span></a>, 48% of global consumers prefer SMS as their source of brand updates. With the increased development of mobile applications comes the upgraded originality of the recruitment strategies. Proactive talent scouts should not miss the chance of text recruiting as an…</p>
<h2><b>Text Message Recruiting Software: A comprehensive review of the best platforms available</b></h2>
<p>According to<span> </span><a href="https://financesonline.com/sms-marketing-statistics/">FinancesOnline<span> </span></a>, 48% of global consumers prefer SMS as their source of brand updates. With the increased development of mobile applications comes the upgraded originality of the recruitment strategies. Proactive talent scouts should not miss the chance of text recruiting as an effective conversational means.</p>
<p>It’s high time recruiters consider text message recruiting platforms as a means to step up their hiring decisions. To help hiring leaders catch up with the latest trends in the mobile recruiting scene, we will go through some of the top-shelf text message recruiting software to help your team step up your hiring strategy!</p>
<h3><b>1. The facts of text message recruiting necessity:</b></h3>
<p>As one of the top hiring priorities is attracting candidates’ attention. Recruiters should always keep track of open rates and responsiveness through personal communication.<span> </span><a href="https://www.brazen.com/resources/5-benefits-of-text-recruiting">Gartner’s research<span> </span></a><b>indicated that message open rates via text recruiting campaigns are five times as much as via emails<span> </span></b>. Candidates’ attitudes to SMS connection with recruiters also show positive signs of a conversational recruiting strategy.<span> </span><a href="https://modernhire.com/text-messaging-recruiting-perception-reality/">Modern Hire<span> </span></a>compiled the following figures:</p>
<ul>
<li>Two-thirds of job seekers feel comfortable enough for recruiters to test them.</li>
<li>Over 70% of applicants express their wish to receive messages of job postings.</li>
<li>80% of potential talents make responses to text job interviews.</li>
</ul>
<p>With the supporting evidence of text message recruiting available everywhere, one should be encouraged to have a gander at the list below.</p>
<div><img src="https://www.rakuna.co/uploads/2021/05/10/handhold.jpg" class="align-center"/></div>
<h3 style="text-align: center;"><b>Image by <a href="https://www.freepik.com/home" target="_blank" rel="noopener">FreePik</a></b></h3>
<h3><b>2. The comprehensive list of suitable text message recruiting solutions for you:</b></h3>
<p>When you first begin researching the perfect text recruiting software, it might be difficult to group them into understandable categories. Check out how we categorize some of the most popular text recruiting solutions on the market to optimize your research.</p>
<h3>2.1 Text-recruiting enabled ATSs or CRMs</h3>
<p>This text-recruiting solution is a part of an ecosystem of multiple solutions working in tandem to enhance a complete recruiting process. One of the most popular text campaign solutions in this category is ICIMS’s Text recruiting & engagement.</p>
<h4><b>2.1.1. When should you use this text message recruiting software?</b></h4>
<p><b>When you are struggling to form a recruiting pipeline from scratch:</b></p>
<p>If you are creating a new recruiting channel using different solutions, you might have to export, store, and synchronize your data manually. Not to mention some text-recruiting solutions might not be compatible with your current applicant tracking system (ATS) or candidate relationship management (CRM) tool. This way, using an ATS or CRM solution with a text messaging function embedded inside can help you form a pipeline with ease. These solutions are built as part of an ecosystem where your data is always accessible.</p>
<p><b>If you have a long pipeline or many candidates:</b></p>
<p>The larger the scale, the more challenging it will be. Implementing a standalone text campaign at any point in a long and intricate recruiting pipeline can be especially difficult. For instance, one has to deal with ineffective data management due to using an incompatible third-party solution. With your text-recruiting solution as a part of the overall process, you can keep track of any individual’s past interactions, enabling you to formulate personalized text for any individual.</p>
<h4><b>2.1.2. Pros and Cons</b></h4>
<p>Do you know that<span> </span><a href="https://www.jobscan.co/blog/8-things-you-need-to-know-about-applicant-tracking-systems/">99%<span> </span></a>of Fortune 500 companies are using an ATS? In some countries such as the US, most large businesses are required to use an ATS also. For these businesses, having a text campaign solution embedded in the overall system can be incredibly handy.</p>
<ul>
<li><b><i>Save time training your crew:</i></b><br/>You can skip the hassle of getting a standalone solution to work with your existing ATS or CRM or preparing them to use an entirely new application. Instead, once you have finished training your crew to use the entire solution, they are set to begin your text campaign.</li>
<li><b><i>Begin a text campaign any time within the pipeline with ease:</i></b><br/>With your recruiting solution suite (including the text message recruiting software), candidates’ information is shared among multiple applications. You won’t have to save your data externally to sync with different apps, and you can keep track of your candidates throughout the long pipeline.</li>
</ul>
<p>However, there are a few drawbacks associated with this type of text message recruiting software:</p>
<ul>
<li><i>Struggle to work perfectly with other separate solutions:</i><br/>It is possible to separate the text engagement feature to work with other ATSs or CRMS. However, this will create problems usually seen with standalone solutions like incompatibility. Once you have chosen a bundled text recruiting solution, your best option is to use another recruiting app in that ecosystem.</li>
<li><i>Pay a higher price:</i><br/>If you purchase a bundled solution, the price will naturally be higher than that of a single application.</li>
</ul>
<h4><b>2.1.3. The ICIMS Talent Cloud</b></h4>
<div><img src="https://www.rakuna.co/uploads/2021/05/10/icms.png"/></div>
<p>The ICIMS<span> </span><a href="https://www.icims.com/talent-cloud-recruiting/products/text-engagement-software/">TextRecruit<span> </span></a>feature is part of the scalable ICIMS Talent Cloud. As the name suggests, their text solution is only a part of a large platform. With ICIMS, users will never have to store data manually. All candidate information can be accessed on the cloud. ICIMS’s TextRecruit stands out by having an AI chatbot to automate the replying process. The application also includes an internal chat function for team members to cooperate.</p>
<h3>2.2 Standalone Text recruiting solutions</h3>
<p>As an independent text solution, this is not bundled with other applications. Solutions within this category are usually praised for their flexibility to connect to many ATS solutions. If you begin your research on a standalone application, you might have heard of<span> </span><a href="https://www.grayscaleapp.com/">Grayscale<span> </span></a>.</p>
<h4><b>2.2.1. When should you use this text message recruiting software?</b></h4>
<p><b>When running under a budget:</b></p>
<p>An independent text recruiting app serves the purpose if a budget limits your hiring team. Not only can you pick between multiple price packages, but you can also purchase a text engagement solution only, instead of a full suite of recruiting apps.</p>
<p><b>If you already have an ATS or CRM solution and don’t want to change:</b></p>
<p>Changing an established HR system and associated recruiting solutions can be time-consuming. For businesses that want to adopt text recruiting, integrating a standalone text solution is the way to go.</p>
<h4><b>2.2.2. Pros and Cons</b></h4>
<ul>
<li>The ability to integrate with several ATS or CRM is the greatest selling point of this text message recruiting software. You should contact the service provider to see if the application is integrable with your ATS. Note that the text solution’s duration to integrate and synchronize with your data depends on its compatibility with other apps.</li>
<li>If you are running text recruiting with a budget, a standalone solution will have a more understandable price tag due to its smaller size.</li>
<li>The downside is that it will cost the business more time to integrate the solution into their existing pipeline depending on the chosen text solution. However, a company can maintain the integrity of its recruiting process. Furthermore, you only need to train your team on how to use the new text campaign app.</li>
</ul>
<div><img src="https://www.rakuna.co/uploads/2021/05/10/66195.jpg" class="align-center"/></div>
<h3 style="text-align: center;"><b>Image by <a href="https://www.freepik.com/home" target="_blank" rel="noopener">FreePik</a></b></h3>
<h4><b>2.2.3. The case of the Greenhouse and Greyscale partnership</b></h4>
<p>If you have or are using the ATS solution provided by<span> </span><a href="https://www.greenhouse.io/">Greenhouse</a>, you will notice no text engagement feature is available within their official ecosystem. That’s why Greenhouse partnered with<span> </span><a href="https://www.grayscaleapp.com/greenhouse-texting">Grayscale text solution<span> </span></a>to provide the service for their user base. Once you have integrated the app, Grayscale can utilize the data stored in Greenhouse’s ATS system to enable user with:</p>
<ul>
<li>WhatsApp messaging management and unlimited messaging</li>
<li>Drip campaigns and bulk SMS campaign</li>
<li>Tasks automation such as SMS interview reminder</li>
</ul>
<div><img src="https://www.rakuna.co/uploads/2021/05/10/Rakuna.png"/></div>
<h3>2.3 Rakuna Text Recruiting Solution - The Best Of Both World</h3>
<p>At Rakuna, we develop our products surrounding the core value of simplicity. That’s why, whether you are operating under a budget or with a lengthy pipeline, Rakuna’s Text Recruiting Software can enhance your recruiting endeavors.</p>
<p><a href="https://www.rakuna.co/text_recruiting_software/">The Text Recruiting Software<span> </span></a>is part of our platform of recruiting solutions, including<span> </span><a href="https://www.rakuna.co/recruiting_crm/">Recruiting CRM</a>,<span> </span><a href="https://www.rakuna.co/interview_scheduling_software/">Interview Scheduling</a>,<span> </span><a href="https://www.rakuna.co/recruit_app/">Event Recruit App<span> </span></a>and more. Rakuna recruiting solution suite can help you form an effective recruiting pipeline. However, we also provide different price plans and the ability to use Text Recruiting Software with your chosen system.</p>
<p>With Text Recruiting Software as part of our Rakuna ecosystem, users can optimize their 1-on-1 or bulk messaging campaign through auto-generated reports from our CRM solution. The app can work in tandem with Event Management and Interview Scheduling to send reminder SMS pre-event and post-event.</p>
<p>When you separate Text Recruiting Software, reassure that all core functions such as instantaneous automated SMS reply or Bulk and single-send SMS campaigns will remain at 100% efficiency. Our dedicated support team is always eager to support you with integrating Text Recruiting Software into your chosen system and applications.</p>
<p>With the SMS open rate getting as high as<span> </span><a href="https://www.campaignmonitor.com/blog/email-marketing/2019/01/roi-showdown-sms-marketing-vs-email-marketing/#:~:text=Research%20shows%20that%20SMS%20open,to%20respond%20to%20an%20email.">98%</a>, why not adopt text recruiting today?<span> </span><a href="https://www.rakuna.co/contact_us/">Contact us<span> </span></a>for a free demo.</p>
<h3><b>Conclusion</b></h3>
<p>In 2021, our society is as connected as ever. With almost every human owning a phone, modern recruiters now have another pool of talented candidates to tap into. Reach out to your potential hires in a blink of an eye using text recruiting campaigns supported by innovative text message recruiting software. If you want to level up your SMS recruiting, consider this post of helpful<span> </span><a href="https://www.rakuna.co/blog/posts/text-messaging-for-recruiting">SMS recruiting tips.</a></p>
<p><i><strong>Check out this post and other interesting topics on our main<span> </span><span><a href="https://www.rakuna.co/https://www.rakuna.co/blog/posts/text-messaging-recruiting-software" target="_blank" rel="noopener">blog page!</a></span></strong></i></p>