Category: Candidate engagement
“You have only one chance to make a first impression.” This old adage is especially true in recruiting. So much depends on a successful first point of contact: not only the impression a candidate gets of a job opportunity, but also of you as a recruiter. Come off the wrong way, and you’ve likely lost that person’s interest for good. Make a good first impression, though, and you might be on your way to building a lasting relationship and potentially great hire for your company or client.
Seven Step recruiters are thoroughly trained in the art of making a strong first impression. We wanted to share a couple of our best practices to make your initial outreach as successful as possible.
Be honest and upfront
Right away let your candidate know why you’re contacting them. There’s no room in your email to waste time trying to sweet talk the candidate or hide your intentions. Most people are already skeptical of emails or calls from people they don’t know. Use your first two sentences to come out with it – you want to know if they’re interested in a job! The quicker you get to the point the better. No one wants to waste their time.
Let candidates know how you found them
We all get a ton of emails every day. If the candidate has read past the first couple sentences, the next thing they’ll want to know is how you found them. Let them know if you found their resume on a job site like Monster, or if you found them through research on LinkedIn. And make them feel special. No one wants to feel like...... read more
A recent article titled Are You Finding Talent or Is Talent Finding You? got our wheels turning. The article analyzed the technology-driven changes that have occurred in recruiting over the past 20 years, from the days of candidates flipping through the Sunday classifieds to today's job aggregators that allow candidates job access from endless sources and ensure that they're a proper fit through keyword and role-specific search terms.
As a firm with a twenty-plus year heritage in the recruiting business, we agreed with many of the points made. We also had plenty of thoughts to add on regarding the "find and be found" mentality described in the article. While we pride ourselves on our skills using advanced search to find qualified candidates, we also pride ourselves on creating the buzz that leads potential candidates to find potential employers (like our clients). Here are some of the ideas that stuck out most:
SoMo. Social media and mobile communications are becoming more popular in recruiting, both for candidates and hiring managers. ... read more
A lot of ink has been spilled explaining the virtues of social recruiting. This is for good reason. Social recruiting is a key strategy for any modern recruiter. Without a presence on social media, you’re missing a huge opportunity to find and engage with a whole new set of candidates. As a recruiter, Twitter, Facebook and LinkedIn are all excellent tools that should already be in your arsenal. However, if you’re looking to push your social recruiting efforts forward, reach candidates faster and in a less costly way to maintain an upper hand on the competition, it’s important to experiment with new channels that have a mass user base. Pinterest is one to consider.
Pinterest is the third most popular social network. If you’re unfamiliar, essentially Pinterest is an online photoboard where you “pin” pictures of your favorite things (furniture, recipes, cat pictures, etc.) to a set of personalized boards, and then share what you’ve created with friends. Pinterest’s application for recruiting may not be as obvious LinkedIn, but that doesn’t necessarily make it less effective so we’ve outlined some simple steps to kick-start your recruiting efforts on Pinterest.... read more
It’s no secret that millennials are having a particularly tough time in the current job market. In fact, recent research by Generation Opportunity, an organization connecting with young Americans through advanced social media outreach and traditional organization, points to a 12.8 % unemployment rate for people ages 18-29.
So when we came across this infographic by UNC’s Kenan-Flagler Business School and the YEC, demonstrating the virtues of a millennial employees and explaining what it takes to retain them, it caught our attention. It also got us thinking about some of the best ways to recruit millennials. (infographic after the jump)... read more
Recruiting is all about relationships. When it comes to engaging candidates, the landscape is continuously changing. Years ago, no one used LinkedIn, no one used Twitter. Social media has fundamentally altered the environment in which we recruit. But outside of social media, there are other factors that illustrate this point. According to the most recent Career Xroads Source of Hire Report survey, employee referrals are still a top source of hire. The report also shows an increase in social media hires.
Being a sourcing professional myself, I'm always eager for this report to come out each year as a way to benchmark our clients against "the norm", but from an engagement standpoint we can see that it is the relationship that influences the hire. We've also seen that companies with a strong brand connection can see hires from aggregators that rely on SEO increase as much as 500% in recent years. Job boards are less of a starting destination as they are a landing page for a quick Google search. Brands with a strong connection can receive immediate engagement from applicants.
Basically it all boils down to one very simple formula:... read more