Archive for December, 2013
- Marketing: It’s all about your online presence now. So use your social profiles like LinkedIn, Facebook or Twitter to find your candidates and reach out.
- Utilize Technology: Use your CRM. Candidates get pumped into your recruiting platform. Design intricate searches to find the candidates you need for those tough positions.
- Open up the field to Remote Workers: You all have probably already heard about the skills gap, well using some remote candidates might be able to bridge some of those reoccurring gaps.
- Go Mobile. Everyone is using their mobile devices to do just what their computers do, including job searching. Make sure your mobile sites are compatible on all devices and make sure jobs are easy to search and contact numbers and emails are easy to find.
- Video Interviewing: The newest type of interviewing process. Recruiters have just begun to grasp this practice of interviewing. Video Interviewing can save the candidate and the recruiter a lot of time and money by either providing the candidate with practice and being able to get to know your candidate or by the candidate being able to see who is interviewing them.
- Follow-Up: Make sure you respond and follow up with your candidates in a timely manner in order to ensure that they are being taken care of. Also make sure you are following back up with them periodically to see where they are and what potential candidates they know of.
1. See this perk as gifting a candidate a job.
2. Candidates usually have extra down time due to the holidays. That means they will be dedicating more of their time to job searches.
3. Most recruiting budgets run out in December. So you can stay ahead of the game by working on placement through the holidays. This is also the time where employees take the most time off so you have more of a chance of scoring that placement.
4. It might be easier to get a hold of hiring managers during the holidays due to lack of emails and meetings.
5. Bonuses can work both ways. The candidate can either get a bonus or feel motivated to stay or the candidate could get a bonus and feel unappreciated causing them to be more likely to desire a new company.
6. Connecting with the candidate will be easier as well. They are going to have more time to check their emails and connect on their social media platforms.
7. Traveling during the holidays might spark a desire to relocate.
8. December is a great month to recruit recent college graduates. They essentially have tons of newly gained free time.
9. After spending lots of money on presents, travel and holiday outings, the candidates might want to justify their spending with the hope of finding a new job.
10. Since December is such a slow time you can plan out your plan of attack for the New Year and January.
Best of luck & happy holidays!
1. Use your connections/contacts.
2. Use your connections/contacts to find new connections/contacts.
3. Promote positions & jobs that need filling.
4. Demonstrate company transparency. Company transparency gives connections/contacts an inside view of your workplace.
5. Stay up to date with all of your social networks. Make sure they are all consistent. Focus on:
- Mentions (hashtags)
6. Make sure your social profiles are approachable & professional.
7. Stay connected & join conversations.
8. Share content with others to gain visibility and traction.
1. First things first make sure your LinkedIn profile is up to date and professional before you reach out to potential companies and contacts.
2. Research companies and the people who work there. View the recommendations that people have left for that company. Also check to see if you have any connections that work there or 2nd connections that could connect you.
3. When you have found a company that you would like to work for reach out to your connections or make new connections. With the new connections, send them a message asking about available positions or even possibly time to sit down and chat or hold a phone conversation. Most of the time people do to help out others in need and if they don’t have position for you, they might know someone who does.
4. Look for jobs that the company you like has posted on LinkedIn. LinkedIn has become a go to place for people to look for jobs, that being said the employers have noticed and most have posted their job openings.
5. Join groups that are affiliated with the company you are looking at. Look for comments about the company or even go to a generic group about the industry that they are associated with and leave a comment asking about that certain company.
6. Lastly, be persistent. Check on the company frequently. Odds are you won’t get hired right away. Show interest and perseverance. Contact the hiring managers via a LinkedIn message.
This week I asked one of our Senior Vice President’s, Vicki Adkins, to comment on an intriguing article that I recently read. The article explained that recruiters take an average of 6 seconds to review a resume and what they are actually looking at. Below you will find her response.
“This article is interesting and pretty on-target. I would agree that most recruiters will quickly look at your name, current title and company, current position start and end dates, previous title and company, previous position start and end dates. The twist I would add for a technical resume is that, rather than looking at education, the Recruiter will look for technical buzzwords in the current and previous position. This buzzwords in a technical skills section are often overlooked – they need to be in the body of the resume to catch the Recruiter’s eye. I would also strongly agree that the resume on the right will be looked at more thoroughly because of its clear and concise format. Formatting can make a big difference in getting your qualifications seen.”
You can find a copy of the article written by Vivian Giang below.
What Recruiters Look At During The 6 Seconds They Spend On Your Resume
Although we may never know why we didn’t get chosen for a job interview, a recent study is shedding some light on recruiters’ decision-making behavior. According to TheLadders research, recruiters spend an average of “six seconds before they make the initial ‘fit or no fit’ decision” on candidates.
The study used a scientific technique called “eye tracking” on 30 professional recruiters and examined their eye movements during a 10-week period to “record and analyze where and how long someone focuses when digesting a piece of information or completing a task.”
In the short time that they spend with your resume, the study showed recruiters will look at your name, current title and company, current position start and end dates, previous title and company, previous position start and end dates, and education.
The two resumes below include a heat map of recruiters’ eye movements. The one on the right was looked at more thoroughly than the one of the left because of its clear and concise format:
With such critical time constraints, you should make it easier for recruiters to find pertinent information by creating a resume with a clear visual hierarchy. Don’t include distracting visuals since “such visual elements reduced recruiters’ analytical capability and hampered decision-making” and kept them from “locating the most relevant information, like skills and experience.”