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Boolean Search Secrets to Make You More Effective

January 11th, 2017 Comments off
Boolean Search Secrets to Make You More Effective

If you’ve been in the HR space as long as I have, you know the hardest part of recruiting used to be knowing how to find the people you wanted to hire. Recruiters often played the role of detectives who used ruses and telephone networking techniques to lead them to the candidates they wanted to interact with. The technology is different today but the basics of HR are still the same.

How Recruiters’ Jobs Have Evolved

Until the mid-1990’s, Boolean logic — the foundation of Boolean search — was the exclusive province of librarians, lawyers and software developers. As the World Wide Web emerged, Boolean search came of age as one of the primary tools of recruiters around the world. Boolean search involves using specific logic and special ‘operators’ to dig deeper into search engines like Google.

Today recruiters have access to an abundance of information about prospective employees using the leading search engines. Finding what they’re looking for involves being able to be specific enough.

Tips and Tricks You Can Start Using Now

Boolean operators can be used to narrow, expand or refine the results of a search query:

• OR means that the search results should include either of two terms. i.e.,
MBA OR Masters of Business Administration
The search results will include either of the two terms but not necessarily both. You can make long strings of OR to make sure that a large range of terms are included.
• AND means that the search results should include both terms. i.e.,
Java AND C++
All search results will include both terms.
• NOT means that the following term should be excluded from search results. i.e.,
Java NOT C++
The search results will include the first term and will exclude results that contain the second term.

In addition to these core operators, Boolean includes powerful modifiers

• Quotation Marks “__“ mean that the search engine should treat the words inside of the quotation makes as a single search term. The search query “baseball player” returns documents with those two words together. Without the quotes, the search results contain documents with those words anywhere, not necessarily next to each other
• Parentheses (_____) are especially useful with long strings of OR queries. i.e.,
(Java OR C++ OR Ruby OR JavaScript)
• Asterisk * (or Wildcard) allows the search to contain the stem of a word. The search develop* would return results with any of the following words: develops, developer, developers, development, developments, developing

Connecting With Candidates Using Search

When this all began, more than 20 years ago, using search to solve problems was a novelty. Back then, the notion of Boolean search referred to the use of terms like OR, AND or NOT to increase the effectiveness of a query. In the intervening years, all search engines have added advanced search capabilities that include a variety of terms and symbols to expand the effectiveness of the user.

Each database that you use to discover candidates will have some advanced search capabilities. They might include:

• Date ranges so that you can search only documents that emerged in the last month, last year or in a specific time frame.
• Document types so that you can specify PDF, doc, docx, xls or ppt for example. Search results will only contain these types of files.
• Specific domains: This modifier forces the search to only look at a specific domain. This is useful to search competitor websites.

Developing strong skills in search techniques makes the difference in the quality of recruiting results. The more a recruiter can unearth results from easily available sources, the more valuable he or she is to the organization. Boolean search techniques matter because they provide a competitive differentiation.

Are you doing what it takes to stand out from the competition?

Want to become a pro in the fundamentals of Boolean search? Check out our guide to learn how sourcing masters use Boolean to tap into talent across the web. 

How to Be an Open Book to Candidates (And Get Better Applicants)

May 18th, 2016 Comments off
Be an open book to candidates and get better applicants

Today, you can find out pretty much whatever you want about either a person or a company — simply by doing a 3-second search on Google. Because of this easy access to information, job seekers and employers often leave no stone unturned when researching one another. In fact, CareerBuilder’s latest Candidate Behavior Study shows that on average, job seekers use 16 total resources in their job search, and hiring managers and recruiters use an average of 15 resources to find the right candidate.

And as an employer, doing your due diligence to find potential candidates – and then to find out whether they are qualified — is indeed important. But once your research is done and your applications are rolling in, candidates tell us things on your end tend to go… radio silent. And that that’s not OK. Job seekers say 4 out of 10 (38 percent) of their applications never receive a response or any type of communication.

We’ve already talked about how important it is to be approachable before candidates apply to your positions, and once candidates apply, that advice rings truer than ever. At this point, you haven’t necessarily sold them on your position, or on your company culture. Opening the door for them – and then closing it just as quickly – will likely shut you out of meeting a lot of great candidates (and it’s not so hot for your reputation, either).

By making important information about your company, your culture, and your open jobs widely available and accessible, and by re-engaging candidates throughout the application process, you’ll not only attract more highly qualified people – you’ll make them want to choose you.

See more in-depth insights from CareerBuilder’s 2016 Candidate Behavior Study.

Pro Tip: We make it easier for you to keep in contact with great candidates. CareerBuilder knows when, how and where potential candidates are searching for jobs. That intelligence is built into Talentstream Engage. As a career site, Talentstream Engage delivers the most relevant candidate experience, ensures job seekers see the right job at the right time, and reengages them over time to increase your candidate pool and drive more applications. Find out more.

Your Secret Weapon to Finding Great Candidates

February 26th, 2016 Comments off
Your secret weapon for finding great candidates

Today, an increasing number of occupations are growing at a rapid rate – so much so that the demand outweighs the supply of available qualified candidates. Off the bat, STEM positions likely come to mind – but many longstanding occupations, both blue and white collar, are facing these same challenges.

As an employer, what do you need to do to overcome this obstacle and gain access to a larger pool of qualified talent to quickly fill your open positions?

Tap into a new candidate pool

Sometimes, the answer is closer than you may expect, even if it’s not in the first place you look. Many employers are finding success by sourcing candidates who are currently working in similar roles – but different industries — as the ones for which they’re hiring. Why? These candidates have been found to have transferable skills that are a great fit for these employers’ open jobs, even though if at first glance they may not be an obvious choice.

By tapping into candidates with skills compatible with the ones you need for your open positions, you’ll widen your reach to a whole new market, fill your positions more quickly, and get fresh candidates who bring a new perspective and set of experiences to your company.

Where to start

EMSI’s Compatible Occupations Report makes it easy for you to review the number of available jobs for comparable occupations, see what the job growth looks like in those fields, and assess the demand for talent.

You can then drill down to see the tightness of skill match, knowledge, skills and abilities for candidates in these occupations.

This report gives you a way to access occupations with declining demand and a wealth of available candidates who are likely to be open to making a move outside their industry – particularly if you are able to offer them a higher salary. By reviewing the average salary for related occupations, you can determine how much to offer candidates to get them excited about your job. Bringing these candidates into the fold is a great way to keep talented people working and relevant – and a great way for you to remain competitive by investing in upskilling talent that has a large volume of transferrable skills.

Example study: Related occupation search for truck drivers

Position you are hiring for: Truck drivers in the greater Chicago area
Related occupation to check out: Light truck and delivery service drivers

Truck drivers are a notoriously high-demand, hard-to-fill position – which is why it’s also a great idea for transportation companies to tap into other candidate pools to decrease time to hire.

Occupation overview for truck drivers:
  • High-demand job; 11% growth is expected over the next 10 years.
  • A lot of effort is going into advertising to find these individuals, but hiring remains flat.
  • This poses a big problem for those looking to fill these roles.

Truck Driver OccupationOverview

Truck Driver Job Postings Overview

Related Occupations – top 10 based on highest level of compatibility:

Compatible Occupations

 

There is a large overlap of skills between light truck and delivery service drivers – and truck drivers. Furthermore, wages for light truck and delivery service drivers are lower than that of truck drivers.

The verdict?

Hiring managers for truck drivers should tap into light truck and delivery service driver candidate pools to help fill their open positions.

Hiring Indicator Score

 

Learn more about EMSI Analyst, and request a demo to see how EMSI’s Compatibility Index and Occupation Comparison can help you snag great candidates. 

 

How to Be Indispensable to C-Level Leadership

February 2nd, 2016 Comments off
Neil Morrison discusses how to be Indispensable to C-Level Leadership

There’s a bit of a love-hate relationship between recruiters and hiring managers. The patterns are always played out. I hear recruiters getting frustrated with hiring managers who don’t give them sensible briefs, don’t allot enough time, and offten change their minds. And I hear hiring managers getting fed up with being hassled by recruiters who then send them people that they don’t want to see and who don’t meet their expectations. Not to mention the fact that they ALWAYS take too long.

This doesn’t really change, no matter how far up the organisation you go. Except that when you’re dealing with the C-suite, the value of the talent you’re trying to attract is often even higher, and the patience of the hiring manager you’re dealing with often shorter — which is never a good mix. So what can you do to create more value in your relationship with hiring managers? How do you create a more strategic alliance? And how do you make yourself indispensable to C-level leaders who need to hire?

Here are five tips that may help:

  1. Learn to be a coach.
    So recruiters and coaches are like chalk and cheese, aren’t they? Well, no — not the good ones. While I’m not suggesting that you go and formally train for the next couple of years, I am suggesting you learn to use coaching questions. When you’re looking to understand the needs — to look beyond the brief — you need to be able to unlock the mind of the leader you’re working with. Keep in mind, this won’t come easily, because they’ll be busy and prone to giving you the first possible right answer (not necessarily the best one).
  2. Think just outside the box.
    Being time-poor normally leads to one of two directions for hiring talent: 1) “Get me someone like I had before,” or 2) “Get me someone completely different to the one I had before.” Neither of these is probably right; the correct answer lies somewhere in between. Consequently, you need to go in to any meeting about talent acquisition thinking just outside the box. Push the boundaries a little bit, but don’t go crazy because you’ll only waste a lot of time and get frustrated when the candidates don’t stick.
  3. Be a project ninja.
    Nobody grows up wanting to be a Gantt chart, I promise you. But if you want to add value, you need to manage the timelines to perfection. That means you need to project manage, without looking like you’re bossing people around. Have an invisible timeline and be sure to build in slack. Make the personal or executive assistant of the C-level leader your best friend for the duration of the recruitment assignment, because I tell you: You’re going to need them.
  4. Stop, look and listen.
    No, we’re not going to cross the road right now, we’ve got far too much to do. But before you send off an email or send through that candidate, consider exactly what you’re doing and the value it adds. Is it meeting a deadline, is it holding firm to a commitment — or is it activity that you could best avoid? With busy people you need to make every interaction count. Don’t waste their time and yours by detracting from the real matter at hand.
  5. Stand and deliver.
    We know that this is a results business and you’re only as good as your last hire. If you’ve got the brief right by asking good questions, you’ve pushed the thinking just outside of the box, managed the timelines like a ninja and avoided necessary wasting of time. Now, then, is the time to bring it home and deliver the goods. Follow the pursuit of excellence whenever you hire, but particularly when it’s for the C-suite. Not because they’re more important, but because they’re more influential. And we all need our friends in high places.

 

You won’t necessarily be able to adopt all of these tips overnight, but with a little work and a little perseverance, you have my word that they’ll change your relationships and make you the first number on the list when the big boss has a hire he or she needs to make.

Start off February on the right foot: Sign up for our newsletter to get the best recruiting insights delivered right to your inbox. 

Top 4 Ways Recruiters Will Find Talent In 2016

December 9th, 2015 Comments off
4 ways recruiters will find talent in 2016

As 2015 comes to a close, recruiters and talent advisors are preparing for challenges heading into 2016. With more executives predicting additional hiring in the new year than has occurred since the 2008 financial crisis, we’ve clearly got our work cut out for us.

Where will you find the talent you need in 2016? I’ve identified the top four areas I believe you should focus on to ensure success.

Online Job Postings

Despite the neverending parade of new and shiny tools that vie for our attention, the reality is that posting jobs online is still one of the most effective strategies in a recruiter’s arsenal.

Whether it’s on a desktop or mobile device, job seekers begin their job search using a search engine, and the results returned for any online job search are typically dominated by postings on job boards. What happens next is often a “good news/bad news” situation – lots of applications, but only a few qualified candidates.

How do you ensure that your job openings become the signal among the noise, and entice only qualified applicants to click “Apply Now”?

Understand the difference between a job description and a job advertisement. Put your “Mad Men” hat on and write a compelling job posting that captures the attention of the reader and focuses on aspects of the job and company that are most attractive to them.

Relationship Marketing

Successful recruitment marketing strategies often parallel solid consumer marketing strategies, and relationship marketing is one of the top trends identified for marketers in 2016. Like consumers, job seekers have become numb to interruption marketing and mass messaging (ads and cold calls), and now seek a more personalized and permission-based approach.

The fact that almost 44 percent of the world’s population now has Internet access, and most U.S. smartphone users check their phone at least hourly, means that employers have the opportunity to build ongoing engagement and trust with prospects who are actively searching for jobs now – and also with those who may in the future.

How can you build a community of loyalists and potential brand ambassadors?

Go beyond connecting, following and friending. Be intentional about engaging with those who express an interest in your company, and focus on adding value to the relationship by sharing content, resources and your expertise.

Employee Networks/Referrals

Surveys and studies show that employee referrals are the most effective source for quality hires, and smart employers are placing more emphasis on how they can tap into this desirable resource. Traditional methods include encouraging employee referrals with everything from cash bonuses to quarterly drawings for coffeemakers. In reality, these types of “incentives” do very little to achieve the desired result.

Referrals happen because employees like the place where they work, and they want to help their friends. Even Google, the most desirable place to work, found that monetary rewards have little to no effect on increasing referrals. They learned that providing employees with information about open positions, and encouraging them to think specifically about whom they know that might be a good fit, produced significantly better results.

How can you uncover the gold in your employees’ networks?

First, ensure that you have a great place to work (not simple, but critical), and then literally ask your employees to invite their friends and acquaintances to come and join them.

Recruitment Intelligence

Big data. Data wrangling. Data visualization. Data curation. Everyone’s talking about data these days, but how exactly does it impact your job in talent acquisition? The truth is that much like the red pill, data can help you embrace the truth of reality – and enable you to develop strategies to face it head on.

As projected demographic shifts and talent shortages loom larger in the future, talent advisors and recruiters will be pressed hard to move away from traditional recruitment methods informed by past practices and dominated by gut feel or instinct. We must become experts at identifying and recruiting talent based upon more precise targeting and availability.

How can you master everyday data and turn it into “recruiting intelligence”?

Challenge yourself to move beyond simply reporting and tracking to actual analysis, which involves recognizing patterns and predicting future outcomes based upon an understanding of trends and historical data. There are also solutions like those provided by EMSI (a CareerBuilder company), which uses economic, labor market, demographic and education data from dozens of government and private sector sources to help employers find candidates. These are not your grandfather’s BLS charts. I encourage you to check EMSI out.

2016 will provide us with many challenges – but significant challenges create great opportunities. Position yourself and your team to shine. Take the red pill!

 

This month, our team will share ideas on how to make the most of your remaining days in 2015 and set yourself up for success in 2016. We’ll discuss top trends in sourcing and recruiting techniques, predict how successful recruiters will identify and recruit talent, and much more. Sign up for our newsletter to get the best recruiting insights delivered right to your inbox. 

3 Ways to Cut Through the Inbox and Connect with Candidates

November 20th, 2015 Comments off
3 ways to cut through the candidate inbox

I know the “kids” say email is dead, but don’t believe the hype.

Email is the primary communication vehicle in the corporate world, and it’s still the primary communication vehicle with which to connect with candidates. (Well, it’s second best to the good old telephone.)

The sales and marketing industry have almost single-handedly killed email with the unlimited junk email we receive on a daily basis. On an average weekday, I receive well over 300 emails, the majority of which are trying to sell me something.

I’ve seen every kind of pitch, and I’m still waiting for my Nigerian Prince to come through with that $37 million he promised me. He said it was destiny that brought us together. Fingers crossed!

Both corporate and agency recruiters are faced with the same dilemma: How do we get candidates to pay attention and respond to our email messages?

Here are a few tips and tricks to try to get your open and response rates higher:

Simplify your subject line. 

Studies have shown that the easier the subject line, the better chance you have of someone opening your email. I use two email subject lines to great success. The first is “Sackett.” Yes, my last name. The second line is, “Question.” Those are my two go-to subject titles, and my open rate is close to 90 percent!

Know when to send your email. The highest open and response rates for me are the following:

  • 6-7 a.m.
  • 8 p.m.
  • Weekends

 

It’s all a matter of volume. The highest volume of email a candidate receives is from 9 a.m. to 5 p.m. during the week. Your message is competing against a lot of other messages. Most email programs have options to “send later.” Work on scheduling your emails to be sent during a time when a candidate has fewer messages to deal with, and your response rates will rise.

Send your message more than once.

Another fact is that the open and response rates increase over time the more times you send the email. That’s true. A great tip for recruiters is to “forward” an email to the candidate you already sent it to with a note like this:

Hey, Tim! Just wanted to make sure you saw this email I sent you on Monday, and it didn’t get lost in the shuffle. Can you let me know if you have interest?

While your first email has the highest chance for a reply, subsequent emails still have a chance, so it becomes additive. Bottom line: Send more follow-up emails!

Most recruiters will only send one. The best recruiters will stop after three. I know of great recruiters who won’t stop until they’ve sent 10 emails with no reply.

Finally, it never hurts to have something of interest to say in the email. 

Candidates are just like you — they hate having someone waste their time. Tell the candidate why you are contacting them, what you need from them, and offer instructions around how and when you need a response.

It never hurts to offer to split $37 million with them, too. Just make sure you’re not like my Nigerian Prince friend, and never reply with wiring instructions!

Throughout the month of November, our resident talent advisors are focused on how recognition is vital for both talent acquisition and retention — and how the right technology tools can help you move the needle. Subscribe to Talent Advisor to stay on top of the latest blog posts and discussions.

Meet the Answer to Your ATS Woes

October 27th, 2015 Comments off
Talentstream Sourcing Platform - The Answer to Your ATS Woes

Look back at the evolution of recruitment: Technology changed the way we work, some occupations were created overnight while others disappeared, and the hiring process went from analog to digital. The world looks very different today, but recruiters have been forced to deal with headaches the same way they were decades ago. “Have an open position? Fill it with new resumes.” The tools remained unchanged for nearly 20 years: job advertisements, applications, and database searches.  While effective for quantity, these solutions don’t always help with quality.

Meet the Talentstream Sourcing Platform, developed by CareerBuilder and engineers at Broadbean. “Our goal is to dramatically decrease the time it takes to fill a job by leveraging the candidates companies already have in pocket,” said Matt Ferguson, CEO of CareerBuilder and co-author of The Talent Equation.

The Power of Search

In a survey performed by Harris Poll on behalf of CareerBuilder, we found that nearly half (49 percent) of HR managers said they don’t re-engage prior candidates for new open positions. The majority of these managers said they only focus on current candidates, or that no one has time to target old applicants.

Most companies that have an applicant tracking system (ATS) have been accepting new resumes for years and acquiring access to multiple external resources. As the economy improved and competition for candidates increased, recruiters began looking for ways to better utilize their existing cache of resumes that they spent good money to obtain.

There are several obstacles within this strategy, but one stands out: searching in most applicant tracking systems is a painful experience. Talent Acquisition professionals regularly ask their vendors, “Why even have a search bar at all?”

Searching within your own ATS is so brutal that most companies resort to other tactics to pull in additional candidate interest. At this point, you have plenty of options: from resume databases to social media and referrals to thousands of additional job boards, the combinations are endless. They also require extra time and probably budget.

No matter the path you choose, the result is the same. Your time-to-fill open positions starts to increase, and the scramble for good, qualified talent begins.

Healing the Pain in Your Talent Acquisition Process

With all the components that make up TSP, the impact on your business can vary. Here are just a few benefits of the platform that you will love:

  1. Simple Search – Search bars that actually find what you want, when you want. We compile candidate data from your Applicant Tracking System, resume database subscriptions, and talent network into a single sign-on interface. Simply type in your keyword or phrase and our system will study the context and intent to deliver the most relevant candidates to your fingertips. (To add in another buzz word: this is also known as Semantic Searching.)
  2. Reduce Advertising Spend – Find the people you need BEFORE spending a dollar on advertising. With most HR/Talent Acquisition departments still fighting for budget, make the most out of the resumes you have already paid for in the past to make the hires that will ensure your company’s future. The TSP workflow is designed to encourage this behavior before advertising.
  3. Targeted Job Posting Placement – If searching doesn’t get the job done, send your job posting to the largest network of job boards, aggregators, and social networks for automatic distribution. Not only will you be able to customize your job postings based on Talentstream’s workforce planning tool (Supply & Demand), but Broadbean’s distribution technology will track success for all of your selected sources. This gives you…
  4. Return on Investment (ROI) Analytics – Back up your business decisions with real data; NOT candidate input. Most companies rely on their candidates to tell them where the company should be spending money, by letting their ATS ask “Where did you hear about this position?”

— Why let your candidates dictate your budget without verifying that the information provided is accurate?

— TSP will record the number and cost of applications received from all of your job boards (both paid and free sources). With this information, you’ll have real data to make budget decisions in the future.

 

The real beauty behind the Talentstream Sourcing Platform lies in the fact that it can seamlessly wrap around your existing applicant tracking system. You’ve already paid for the candidates within your ATS, so why continue to buy the same resumes over and over when there’s a solution to make those people tangible once again?

Visit our website or contact your rep for more information about the Talentstream Sourcing Platform, and how we can help your organization fill positions faster.

Average is Over: Sourcing and Hiring Amazing Talent Starts Now

October 16th, 2015 Comments off
Average is Over: Sourcing and Hiring Amazing Talent Starts Now

In 1997, Steven Hankin of McKinsey & Company coined the term “war for talent.” In retrospect, the old war for talent seems quaint. Candidates only used an average of two sources to find a job. Recruiters used three systems that drove the hiring lifecycle: the telephone, the fax machine and the nascent platform known as email.

Modern candidate behavior has evolved. People use about 18 different sources to find a job, which include everything from talent networks to neighborhood social networking sites. Today’s recruiters have to manage a crushing pile of paper and digital data. They do this while navigating resume databases, social media hubs, and career sites that all flow into the holy trinity of the ATS, CRM and HRIS platforms.

Technology is not done changing the way we source and hire candidates. Talent advisors need to think strategically, from the moment they are handed an open requisition to the second they close the deal.

Here are some ideas to use cutting-edge recruitment technology to get the most bang for your buck — from sourcing to hiring.

Work collaboratively to understand recruitment technology needs.

Very few recruiting teams get to refresh their technology platforms on a regular basis, so it is important to understand the future talent needs of your company. Consider how you will work in 2025. Reflect on organizational behaviors and communication patterns. Before you buy anything, consider how recruitment and sourcing technology can best serve the needs of multiple constituencies — from supervisors to shareholders.

Have some pride. You deserve the best of the best.

Your CEO expects you to create the best candidate experience possible while providing resumes and CVs to your hiring managers in a fast and efficient way. On top of that, you are expected to build a community and keep in touch with passive talent while providing your leadership team with easy-to-consume analytics. You need versatile, flexible technology solutions that are priced competitively. A typical application process has a 95 percent drop off rate, which is why offering an inclusive candidate experience is key.

Communicate your culture and atmosphere.

Your company has a story to tell, and it is being told — whether or not you are the primary narrator. Gone are the days of a divided brand where consumer sentiment and candidate sentiment are two different things. Leading-edge recruitment technology can help even the most overburdened talent professional work with her internal partners and craft a communications strategy.

One more thing. Average is over!

Technology stagnation kills innovation. Third-rate tech that offers some of what you need at the expense of other important factors should no longer be tolerated. The savviest talent advisors demand extra effort from their technology partners to help source, recruit and hire amazing people in the marketplace. You should ask: Who is my project manager? Who are the key people who will support me in achieving my goals? Will they be able to coach me to improve my current processes? Will I have technical support and will I be able to talk to a live person when I have questions?

If you are not getting the help you need, it is time to speak up. Ask for new ideas, new leadership or fresh partners to help your talent acquisition team accomplish its amazing goals. Ensure you have a project manager. Know the key people who will support you in achieving your goals. Ensure you will have tech support after implementation.

Average is over in the recruitment technology space. Start sourcing and hiring amazing talent by using the proper recruitment technology and partners who can help you win the war for talent in 2015 and beyond.

Throughout the month of October, our resident talent advisors are focused on all things HR technology. Subscribe to Talent Advisor to stay on top of the latest blog posts and discussions and learn about the latest trends in HR tech.

Why Contextual Search is Critical for Talent Acquisition Leaders

October 9th, 2015 Comments off
Contextual search

There is no doubt that talent acquisition professionals operate in a global economy. Whether you are hiring developers in San Mateo or engineers in Indianapolis, human resources professionals find that their applicant tracking systems are full of resumes from around the globe.

The BBC estimates that nearly 7,000 different languages are spoken around the world. Even when two languages use a similar structure, such as English, words may be used differently in different geographic locations. Americans may live in an apartment building, whereas our colleagues in London live in a block of flats. Sports fans in America say instant replay while our colleagues in Britain call it an action replay.

CONTEXTUAL SEARCH

Employers and job seekers often use different words or phrases to describe the same thing in job descriptions or resumes/CVs. In an increasingly global recruitment environment, recruiters must work harder than ever to use concise but also flexible language.

Seem impossible? It’s not.

Talent acquisition experts are winning the war for talent by investing in contextual search. The best online job platforms do something called multilingual CV parsing, job parsing, and semantic search. These software solutions also offer sourcing and matching software to help accelerate the process of matching supply and demand in the job market.

GOING BEYOND BEING FOUND

Once you have a system that is flexible enough to showcase your requisitions to job seekers who use different language combinations, you need to circulate resumes or social media profiles to hiring managers in your organization. Savvy talent advisors are leveraging 21st-century recruitment and HR modules that are flexible and customizable. They are creating a process where a candidate profile goes beyond the look and feel of a resume and becomes a searchable database record in any HR or recruitment system.

In addition to creating a flexible and nuanced candidate profile that takes into account the different ways language is used, recruiters and talent acquisition professionals must provide analytics behind those global recruiting efforts. The best and brightest talent advisors work with technology partners who can help them gauge the difficulty of filling a position in a particular market by measuring the number of job openings for that occupation against the amount of available talent.

Economic data, combined with technology that accelerates language fluency, is a killer combination that will help your recruiting efforts in both local and global markets.

HOW DO I GET THERE?

How do you get your hands on the great tech I just described? If you are not sure if your job distribution platform takes into account language patterns to pinpoint what the user means to provide the best search results, you should ask.

That’s it.

Your existing account representative should be happy to sit down and answer technology-related features. If you’re not working with a technology provider who can help you understand how your technology helps you to find the best talent in local and global labor markets, it may be time to scan the marketplace and see what other solutions are out there.

As a talent advisor, you have worked hard to earn your position of credibility. Technologies like semantic search and job forecasting algorithms are critical within the talent acquisition function. Start asking important questions about contextual search, and make your technology partners and vendors work hard to earn their seat at the table with you.

 

Throughout the month of October, our resident talent advisors are focused on all things HR technology. Turn even the most junior recruiter into a Boolean black belt by taking the guesswork out of your search queries. Visit our website or contact your rep for more information on CareerBuilder’s candidate sourcing platform with semantic search.

Nearly 3 in 4 Employers Look Internally Before Posting a Job

September 14th, 2015 Comments off
72% of Employers Look Internally First Before Posting a Job

You know how in cheesy rom-coms the guy usually chases after the wrong girls — only to find that his true love was right in front of him the whole time and he didn’t even know it? That’s sometimes true in recruiting, too. Sometimes, when a position opens up, you go chasing after candidates before taking a moment to see whether the candidate of your dreams is actually right under your nose.

When a position opens up, most employers (72 percent) say they first look at internal resources — including ATS, talent community/network, and referrals — before posting a job, according to CareerBuilder’s 2015 Candidate Behavior Study. Contrast that with just 28 percent who directly post open positions externally.

What does this mean for you?

What is your process when a position opens up at your organization? If you have never been one to capitalize on the opportunity to look internally as well as externally, it may be time to give it a try.

A great place to start is to create a talent network, otherwise known as a community of candidates interested in your organization, and automatically re-engage them when new and relevant positions open up.

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Chasing Zero Time to Find

August 31st, 2015 Comments off
Chasing Zero Time to Find

We know that the issues that plague people in talent acquisition today are not easy to solve. Surprisingly, technology is what created many of these issues in the first place, and one in particular: time to find. Time to find is a metric that concerns every recruiter (and job seeker, for that matter), yet it’s being stretched even longer due to the sheer size of our technology stacks.

Time to find hasn’t always been this long.

In my early days, I could present candidates in far less time, because when someone asked me if I knew a great fit for a job, I could rattle off a few names easily. The hard part was getting them to accept the job, but even that was easier than it is today, as 4 out of 5 of those names had a relationship behind them.

time to find is a Problem

Time to find is an issue that I know affects business leaders because they have personally come to talk to me about it.

Many recruitment departments are drowning under the heavy burden of candidate information they can’t possibly sift through manually. When faced with the abundance of information gleaned from social profiles, employee data, salary ranges, and competitive intelligence, many recruiting teams find it difficult to translate it into something that makes any sense, much less something they can use to recruit better or faster.

Just one-third of HR managers describe their proficiency with data as “good” or “excellent” — which means the majority of HR managers can’t use the candidate information they have. Without the ability to quickly sort qualified candidates from the rest, recruiting takes longer and results in an extended time to find.

The more I talked to engagement leaders about these issues, the more I realized the need for a technical time-to-find solution that leaves more time for the human part of recruiting.

It’s a Human Process

Successful recruitment, after all, is fundamentally based on human interaction. Technology will only help resolve the busy work that keeps recruiters and HR managers from interacting with their candidate pool; actually interacting with candidates once the barriers are removed is up to them. Our COO Dominic Barton explained the human side of big data in a recent article:

..Many still see big data as a deluge of numbers they don’t understand, and thus couldn’t benefit from. But from where we sit, the number-crunching of data is a means to an end. Much more interesting than the how of big data is the what, the results.”

In other words, the part of recruiting that really matters is introducing the person to a new job or opportunity. Technology should have made that the only part left for us to do. Instead, we find ourselves faced with frustrating piles of digital detritus (say that five times fast) that slows our progress instead of hastening it.

Our goal is to show you how to move ever closer to that elusive goal of zero time to find, so you can minimize time to hire from an extraordinarily lengthy process back to the quick (but complex) human interaction it should be. Understanding things like which job boards work best and at the best cost, which recruiters are the most efficient in a given medium, and even how well the referral program operates is crucial to moving toward this new reality.

 

Throughout the month of August, our resident talent advisors are discussing issues around the biggest recruiting issues right now. Join Dominic Barton and me as we explore time to find challenges — and solutions — in more detail at Empower 2015 in Chicago

4 Ways to Spend Less Time Sourcing and More Time Hiring

August 20th, 2015 Comments off
How to spend less time sourcing talent and more time hiring great people

In a perfect world, you would spend less time searching for candidates who fit the bill and more time filling vacant job positions. Unfortunately, finding job candidates with the necessary skills and experience can sometimes be a challenge.

ManpowerGroup’s 2015 Talent Shortage Survey found 38 percent of employers are having difficulty filling jobs, with 35 percent citing a lack of available applicants as the cause. What’s more, only one in 10 are adopting new recruitment strategies to make up for the talent shortage.

Finding your next great hire doesn’t have to be difficult. In fact, it can even be easy. Instead of relying on your run-of-the-mill job ad or outdated career page to attract interested applicants, hiring professionals need to adopt new, creative ways to keep the applications coming in.

Here are four ways to spend less time sourcing talent, and more time attracting and hiring them:

1. Enlist your employees.

Employees are a company’s best way to recruit new talent. Recruiting is a team effort, and employees are the perfect ambassadors for your company.

According to a recent LinkedIn survey, a company’s employees have a 10 times larger social media following than the company itself, and a person is three times more likely to trust a post from a company’s employee than from the company — which is why you need to enlist the help of your employees when it comes to attracting new talent.

One way to get employees involved is through a referral program. By rewarding employee referrals that result in hires, employees have an incentive to invite quality candidates to apply for a position within the company.

On top of that, consider creating a separate social media account designed to promote your employment brand. Take AT&T, for example. Not only do they have a Twitter account devoted solely to attracting job seekers (@attjobs), but they also use the #LifeAtATT hashtag to accompany employee posts on company culture, testimonials, and other job-related information.

2. Take part in your community.

Another way to recruit without really recruiting is to get involved within your community. By participating in community service programs or attending industry-related events, you can make your company (and open positions) known to local candidates. Textbook and student service company Chegg has its own program dedicated to serving the community, Chegg for Good, and even gives employees five days off each year to volunteer.

Getting involved with your local community gives you an opportunity to interact with potential candidates, while also demonstrating your company’s devotion to the community — an attractive incentive for today’s job seekers.

Additionally, attending professional development events or conferences within your industry can help establish mutually beneficial relationships with other business owners and hiring managers — yet another source of valuable candidate referrals.

3. Create an internship program.

One surefire way to always have great talent on hand is to create an internship or mentorship program. Interns that succeed during their internship are great candidates for future full-time positions within the company. In fact, HubSpot has hired an impressive 33 percent of their interns as full-time employees.

Unlike applicants from outside of the organization, interns already understand how things run within the company and what’s expected from employees. Whereas outside hires will need in-depth onboarding, interns already have the basics down pat.

5. Redesign your career page.

Often times, a company’s career page serves as a job candidate’s first impression of the company. That being the case, a mediocre, text-based career page isn’t going to cut it. To make a great first impression, have fun with your career page and design it with one goal in mind: to make candidates want to apply.

Instart Logic, a service that helps businesses speed up the delivery of their cloud applications, has an undeniably memorable career page. It lays out everything applicants need to know about the company and its culture, from the benefits offered to numerous culture videos and photos to employee bios and testimonials, in a very unique way.

What are some other ways hiring professionals can spend less time searching for the right candidates? Let us know in the comments!

 

ABOUT THE AUTHOR: Josh Tolan is the CEO of Spark Hire, a video interview solution used by more than 2,000 companies across the globe. Learn more about how video has changed and connect with Spark Hire on Facebook and Twitter.

2015’s Most Memorable Resume Blunders

August 13th, 2015 Comments off
Most memorable resume mistakes of 2015

Finding the right person for the job isn’t always easy – and it can be made even more difficult by candidates who aren’t entirely honest about their qualifications.

It’s not uncommon to spot a lie or exaggeration on a resume – according to a new CareerBuilder survey, 56 percent of employers have caught at least one. The most common lies they’ve discovered include embellished skill sets (62 percent), embellished responsibilities (54 percent) and dates of employment (39 percent).

Often, candidates will exaggerate their skills or experience to compensate for not meeting all the listed job requirements for the open position. However, “job requirements” may be a bit of a misnomer, as 42 percent of employers are willing to consider a candidate who meets only three out of five key job qualifications.

Not every impression is a good one

Making exaggerated claims on a resume is a fairly common mistake – though others are not so typical. Some of the most memorable blunders employers recall catching on applicants’ resumes include:

    • Applicant claimed to be a former CEO of the company to which they were applying.
    • Applicant claimed to be fluent in two languages – one of which was pig Latin.
    • Applicant wrote “whorehouse” instead of “warehouse” when listing work history.
    • Applicant’s personal website linked to a porn site.
    • Applicant introduced himself [in the cover letter] by saying “Hey you.”
    • Applicant vying for a customer service position gave “didn’t like dealing with angry customers” as the reason for leaving her last job.
    • User name of applicant’s email address was “2poopy4mypants.”
    • Applicant claimed to be a Nobel Prize winner.
    • Applicant claimed to have worked in a jail when they were really in there serving time.
    • Applicant who claimed to be HVAC certified later asked the hiring manager what “HVAC” meant.
    • Applicant said to have gotten fired “on accident.”
    • Applicant claimed to have attended a college that didn’t exist.
    • Applicant for a driver position claimed to have 10 years of experience but had only had a driver’s license for four years.
    • Applicant listed as a reference an employer from whom they had embezzled money and had an arrest warrant out for the applicant.
    • Applicant’s stated job history had him in three different companies and three different cities simultaneously.

 

The right kind of attention

While the above mentioned resumes certainly got the employer’s interest, it wasn’t an interest in hiring the applicant. When asked what attributes would cause them to pay more attention to certain resumes, employers named the following:

      • A resume that is customized for their open position: 61 percent
      • A resume that is accompanied by a cover letter: 49 percent
      • A resume that is addressed to the hiring manager or recruiter by name: 26 percent
      • A resume that includes links to the applicant’s online portfolio, blog or website: 21 percent

 

Listing desired skills as “requirements” may be scaring away quality candidates. If you’re having trouble attracting applicants, consider offering on-the-job training for some of those skills, and make this clear in the job posting.

What are the strangest or most memorable resume mistakes you’ve caught? Let us know by Tweeting @CBforEmployers.

How Semantic Search is Revolutionizing Recruitment

August 11th, 2015 Comments off
Semantic search

When employers begin the process of filling an open position, they have a powerful tool at their disposal – their internal databases. Yet, only a small percentage of recruiters actually utilize their databases as a first step before advertising the job opening. In fact, recruiters are often forced to use them.

Why? One reason is because they have multiple databases, and instead of using up precious time to sift through them all to find relevant candidates, they’ll just move on to the next source.

Another reason – and often the one deemed the biggest hurdle – is because the search intelligence of their databases isn’t strong, causing them to miss candidates that would potentially be a great fit for the open position. There’s frequently a difference between how a recruiter phrases a job description and how a candidate phrases their skills on their resume, and the average search function isn’t “smart” enough to bridge the gap.

Recognizing this challenge, we set out to find a way to solve this problem and get recruiters to use their most underutilized recruitment asset – their internal database. That is why CareerBuilder acquired a majority stake in Textkernel, a software company that provides recruitment technology to recruiters, employers and software vendors. At the core of this technology is semantic search, which pieces together the intent and contextual meaning of words, seeing beyond what is typed to ensure that qualified candidates don’t slip through the technology cracks.

Why context matters

When a recruiter goes to write a job description for an open position, they might save time by using an existing job description. Yet, what recruiters should be doing is looking at the resumes of candidates they are targeting to see what keywords they’re using to help them write a description that more accurately captures what those candidates are seeking.

The candidate, on the other hand, may take a similar approach when writing their resume – referencing an existing resume instead of using the job description as a guideline.

When the recruiter goes to search their database, by phrasing their search a certain way, they could be missing applicants who chose different words to describe the same qualifications. That is why understanding the context behind words and phrases is so important.

Textkernel’s innovative semantic search factors in language patterns to combine the best of the human and the machine, bridging the gap between the recruiter’s and the candidate’s intent and making it easier for recruiters to find the best talent.

Removing common recruitment hurdles

Often, recruiters can get so bogged down in the process of identifying and qualifying candidates, that they spend more time with the technology than they do with the actual candidates. With sophisticated semantic search that understands what an applicant is conveying, recruiters will have a larger pool of relevant, qualified talent from which to choose. This allows them to spend more one-on-one time with candidates and less time weeding out mismatches.

Equally important is how easily this feature can integrate with the rest of the recruitment process. HR professionals often use a slew of disparate HR solutions that don’t work well together, which ends up being more of a headache than a help. Textkernel’s HR modules are customizable and can be seamlessly integrated as building blocks into any process, platform or HR system. Combined with Textkernel’s candidate routing workflow, it can convert any resume or social media profile into a fully searchable database record – in any system.

The next frontier of search

When it comes to the hiring process, recruiters and candidates ultimately want the same thing – to make a meaningful connection, one that results in the filling of an open position. With refined semantic search from Textkernel that ensures everyone is speaking the same language on the backend, CareerBuilder is able to facilitate faster, easier and more successful connections between employers and job seekers.

 

How to Write a Winning Job Advertisement

June 16th, 2015 Comments off
Create winning job advertisements

Job advertisements: Whether you love them or hate them, they remain a crucial part of talent acquisition. Without the job ad, there’s nothing to build your recruitment message around, to attract candidates with, or to promote your open position. A recruiter’s goal is to essentially sell jobs, which can’t be done if an effectively written job ad doesn’t exist.

Considering the important role it plays, why do recruiters often spend the least amount of time on this part of the recruitment process? It’s often cobbled together from the job description or a series of buzzwords that don’t do anything to make it stand out.

Recruiters invest in platforms to get job ads as many qualified clicks as possible. Time, money and energy are spent pushing them to social media networks and multiple job boards. And yet bottlenecks and other recruitment process pain points are still reported.

So, how can you turn your job ads from boring into unbeatable? Here are some tips for writing winning job ads.

Use easy-to-understand language

You may refer to positions or job duties in a certain way internally, but your internal jargon won’t translate well into the job ad. Remember, candidates aren’t part of the company yet, so even if they are experienced in the particular field, their previous company many not use the same corporate language or acronyms as your organization. Instead, go for clear, easy-to-understand descriptions that convey the opportunity without causing any confusion. The one exception to the rule is when a role requires specialized skills that can only be described with industry jargon.

Be succinct

While it’s important to offer up enough detailed information about the job to pique candidates’ interest, a too long description will make them lose interest. Plus, long descriptions just won’t work on social. Shoot for quality over quantity – no need to include overly flowery words that eat up space without really adding anything.

It might also be tempting to list the certifications, degrees, training and skills a candidate must have in order to qualify. However, doing so may turn off candidates who could be an ideal fit but just need a little on-the-job training. You have just 77 seconds to catch a job seeker’s attention with your job ad, so it needs to make a strong first impression.

Don’t be too dry

Remember, you’re writing an advertisement, so make it compelling. If you want to sell your company to a candidate, make sure the pride employees have for the company brand and culture is reflected in the description. Include the features of the organization that make it a great place to work so you’re not only targeting functionally fit candidates, but culturally fit candidates as well.

Provide a call-to-action

You’ve created a job ad that has all of the bells and whistles, so now what? Without a recruitment call-to-action, candidates have no guidance on where to go next. Provide clear next steps to apply for the job at the bottom of the ad, and share information about what is required when applying.

Job ads are often the job seeker’s first interaction with the company. This is your opportunity to rise above the competition and get noticed by top talent. Use clear, compelling language, include a direct call-to-action, and most of all, give candidates a reason to continue in the recruitment process.

Reach more candidates with your job advertisements in less time using the world’s biggest job board distribution network. Request a Broadbean demo now.

Infographic: Today’s Job Search from Two Perspectives

May 25th, 2015 Comments off
Employers and job seekers see the job search process quite differently

For the most part, candidates and employers want the same thing. Yet there are still some ways in which they don’t quite see eye to eye in regards to expectations about the job search process.

And since it’s unlikely that every recruiter in America will wake up tomorrow in the body of a job seeker and every job seeker in the body of a recruiter, only able to revert back to their original bodies after learning a valuable lesson about seeing things from another person’s point of view, we’ll have to settle for the next best thing: comparing the perspectives of job seekers with the perspectives on employers based on the numbers.

Check out this infographic to see what job seekers and employers agree on when it comes to the job search process – and where they differ.

Candidate Behavior Infographic Final

Managing Candidate Behaviors During the War for Talent

May 15th, 2015 Comments off
HiRes

Oh, snap. The war for talent is upon us, and candidate behavior feels confusing and tricky to manage. How do you attract talented job seekers and retain great people while being true to cultural and political changes in the broader environment?

Talent advisors are busy, but I believe that HR should never just open a Twitter account and expect people to apply for work. Recruiters shouldn’t be so absurdly picky about appearance and clothing, either. Unless there’s a bona fide reason to require your applicants and candidates to look a certain way, go easy on job seekers. And as much as you’re judging them, they are judging you.

My colleague Dr. Matthew Stollak says, “In a talent-driven economy, don’t expect to pay at or below market compensation and expect to draw top applicants.”

Dr. Stollak warns us not to ask silly or irreverent questions that have little to do with the job at hand. “Top talent has better things to do with their time. And usually the HR mantra is ‘hire slow, fire fast.’ However, in a talent-driven economy, top candidates will likely have multiple offers. Don’t take too long to act.”

Neil Morrison has keen advice about how to manage candidate behaviors in this employment market:

“Don’t make assumptions based on gut feeling and no data. Don’t make it hard to apply unless you want it to be hard to find good talent. And don’t forget ‘candidate experience’ means that talent advisors must work harder, not easier.”

Tim Sackett wants talent advisors to know something important: never let your process or a policy get in the way of hiring the best talent. Yes, you might set a precedent. That’s okay, someone has to do it.

He also said, “You should never keep it quiet that you have an opening. Some companies do silly things like ‘keep it under wraps’ that they lost their Director of Engineering. Shout it from the rooftops.”

Sackett also has one more piece of advice:

“Never hire a highly talented person who doesn’t want to work for your organization. The fit is king. A slightly less talented job seeker who loves working for you will work out better in the long run.”

Finally, Jennifer McClure weighed in with some great advice:

“HR should never forget about the top talent that currently works for their company and assume that they’re not looking. If you aren’t constantly re-recruiting your existing employees by addressing their career needs and aspirations, someone else will.”

She adds, “HR should never be responsible for holding up the recruiting or hiring process. Respond quickly, communicate promptly and keep the process moving forward. If hiring managers hold up the process, that’s another issue. Never let slow hiring/losing talent due to a long process be attributed to you.”

She wraps up her advice with this gem: “When you find a candidate who has the skills and experience, and if that person is a good fit, hire them. Don’t wait to see if something better comes along!”

Wise advice from our resident talent advisors on managing candidate behaviors while staying true to your role as human resources leaders and talent acquisition professionals.

How do you manage candidate behaviors? How do you manage your own behaviors? What advice for other talent advisors do you have?

Great Candidates Read Job Descriptions

May 8th, 2015 Comments off
3 must-haves for a great candidate experience

A San Diego-based technology company posted a job description on the internet, and it set the social media networks on fire. The advertisement is called, “Searching for 2 [bleeping] Great Developers.

It’s amply NSFW for most work environments, so click on the link on your personal mobile device.

The job description drops the F-bomb over a dozen times in an attempt to increase brand awareness, gain traction and find the right candidate for the right job. I wondered—Do great candidates even read job descriptions?

GREAT CANDIDATES ARE LOOKING FOR WORK

Conventional wisdom tells us that over half the workforce is always looking for a job. However, just because you have a job opening doesn’t mean that applicants and candidates are interested in your opportunity.

To develop a deep and comprehensive talent pool, you need a strategy that mimics some of the best consumer marketing strategies. Your company must have a brand and a presence in the global, national, local and online communities that matter. Your leadership team should be mixing and mingling with influential stewards of those communities to tell the organization’s story. And all marketing efforts should be tracked and measured to determine what’s working and what isn’t.

GREAT CANDIDATES READ JOB DESCRIPTIONS

Job descriptions are the bane of our experience as talent advisors, but we know that succinct and compelling job descriptions are a part of an overarching sales and marketing campaign. Job descriptions help to attract the right type of candidates and can be used to nurture leads in new communities where you’re trying to develop a talent pool.

Want to coax a passive candidate into becoming an active candidate? Job descriptions can also be used to close the deal. At the moment that lingers between contemplation and action, you can create a fun, creative and fiercely impressive job description that moves someone from the “no” column to the “apply” column.

GREAT CANDIDATES WANT RELENTLESS TRANSPARENCY

If your company offers what it says it offers—and most companies hope to offer transformational life experiences and best-in-class professional development programs—there is no reason you shouldn’t shout that from the mountaintop.

Transparency is the great differentiator for many job-seekers. Job descriptions that show the intricacies of culture—and quite possibly just how hard it is to get a job at that company—beat your boring, compliance-driven job descriptions any day of the week.

GREAT CANDIDATES DON’T WANT GIMMICKS

I mentioned the San Diego-based technology company in the opening of this article, and that job description works because it’s ruthlessly authentic. If you copied that job description, you would be dead in the water.

There’s no need to apologize for being a conservative brand with a specific set of values. If your company doesn’t allow dogs at work or requires its salesforce to wear very professional attire, don’t pretend otherwise.

Job descriptions can be excruciatingly awful documents, but smart talent advisors know when to drop the legal-eagle language and get real. Stop chasing talent around the globe and start thinking strategically. Your awesome career opportunities can come to life. You can create living, breathing documents that help candidates see themselves in your organization.

Great candidates read your job descriptions. It’s time to stop wasting that space and giving those talented candidates something to get excited about!

What Does Candidate Relationship Management Actually Mean?

May 4th, 2015 Comments off
Happy Business Teamwork

I recently bought a new car. During the sales cycle, I visited the dealer’s website. I inquired about an individual vehicle on the website, and you can imagine what happened next.

A mountain of communication came down upon me over the next few weeks. I was inundated with email, snail mail, and phone calls. I was somewhat shocked I didn’t get someone knocking on my door, “Hey, we were just in the neighborhood driving this new car and thought you might want to take a quick look!?”

I bought the car, but the follow-up didn’t stop. I received more communications about how I liked my new car, how I liked the dealership, and things I could buy to enhance my car. I also received special offers on how I could get my friends and family discounts by just referring them.

What I just described to you? That’s CRM.

If you are in the talent acquisition function, CRM is the new acronym that has taken over the industry during the past couple of years. CRM stands for Customer Relationship Management, but the recruiting/tech industry turned CRM into “candidate relationship management.”

In reality, it’s the same thing. Recruiting is a sales cycle.

In recruiting, just like sales, we have a target audience. In sales, we sell a product or service. In recruiting, we sell an opportunity to come work for our organization. CRM is a system that keeps you in contact with someone who is a possible target for a sales opportunity.

In talent acquisition, a candidate relationship management system helps you find, build and keep relationships alive with potential candidates whom you might want to hire now and into the future. Just like selling a car, you can turn a dial and choose how aggressive your CRM process is, or how laid back.

The great part is that CRM allows you to both personalize and automate most of your communication. It looks and feels like you are pursuing candidates, when in reality, it is almost all being done by the CRM system.

The best CRM software will transform your talent acquisition department to be one of the best in your industry. Even the worst system will put you in the top 10% because nobody is taking full advantage of this software’s robust features.

CRM allows you to offer concierge-like services to candidates in your ATS. Have 500 applicants for a job? A strong CRM tool will tell you which ones clicked through to your site and looked around. What pages did they go to? How long did they stay? Which ones should we reach out to with a follow-up message, or maybe even a call?

The answers are in the system.

It will also tell you which candidates are already in the process of interviewing. It is helpful so you don’t accidentally send a ‘hey we like you’ message and look like an idiot! The system also will keep periodic contact with candidates, keeping them warm for you when you need to pull the string and have a hiring need.

Candidate relationship management technologies allow you to reach and keep in contact with applicants and potential candidates for your organization — all without you having to do much of anything but turn it on.

Most ATS vendors try to make you believe they do CRM, but most don’t. It’s worth your time to check out a real CRM tool and see the difference. For talent advisors, a simple demo is key. I believe the education will be invaluable to your development!

Job Seekers are from Mars, Recruiters from Venus

January 7th, 2015 Comments off
When it comes to technology, the gap between job seekers and recruiters is widening.

I spent a long time as a recruiter, and I now work alongside great recruiters every day as I help my clients look at their hiring methodologies. Technology is changing everything for talent advisors. There is a huge difference between how recruiters are using technology to connect with job seekers and how job seekers use similar tech to find opportunities. The gulf seems to be getting wider.

A Major Disconnect

I think the disconnect starts right away. Recruiters lack insight into what job seekers are looking for when they are searching for a new role. One of the big differences is that job seekers are no longer searching for permanent, exclusive relationships. They are connecting with a range of companies and search for content and conversations (on and offline) with people like them, who do the job they do, just for another company.

From these “conversations,” job seekers form a pecking order as to what companies they would prefer to work for, and more importantly, which ones they wouldn’t. The easier the company makes it to connect with real people — either through social media or a more traditional career site — the more likely candidates are to form a relationship and look favorably on the company.

Recruiters, on the other hand, use technology to connect with people who want a job right now for a job that’s available right now. I understand this because hiring requirements are for now, not for the future. But job seekers want to talk to job holders and future hiring managers, whereas recruiters only want to talk to applicants who want to apply now.

It is like chalk and cheese, or as in the title, Mars and Venus.

Your Smartphone or Mine?

The other big difference is the where and when they want to connect. Job seekers want to connect outside of office hours. They want to get very relevant messaging in their downtime — like when they are commuting, during the evening, or on the sofa when the commercials come on TV. Job seekers communicate through their smartphones, and the messages have to be relevant or risk being dismissed in seconds.

The savvy talent advisor needs to take a lesson from job seekers.

  • Make connecting with your employees and hiring managers easier.
  • Make researching opportunities easy on your career website.
  • Send jobs and work content to job seekers and don’t expect them to go looking for it.
  • Make everything (even email) into an instant message.
  • Everything ought to be mobile.
  • Be available outside of “office” hours.

 

In some ways, job seekers and human resources professionals are the same. Everybody hates spam. A talent advisor should know that any message that’s not personalized and relevant is considered spammy and gets a swipe into the trash.

We are at the point where technology should work for, and not against, talent advisors.

Are you ready to make a change and understand the crucial role of software, sourcing technology and workforce data play in finding the right people at the right time? What do you think is the big difference between how recruiters and job seekers are using technology to connect?

Throughout the month of January, the Talent Advisor Portal will feature HR leaders who will help you win the war for talent by interpreting technology trends, breaking stereotypes and rethinking your approach to technology. Check out our first posts of the month, “Win the War for Talent With Technology” and “MOOCs and Mobile Technology: What You Need to Know.”