Category: Recruiting best practices
Things are never boring in the RPO business, as each of our clients come with its own set of unique challenges based on industry, geography, and technology. While no two situations are ever the same, over time we’ve seen certain trends emerge across the entire Talent Acquisition universe.
Here are five common headaches Talent Acquisition executives repeatedly face, no matter the industry.... read more
Make a customer, not a sale. In talent acquisition this credo has not historically been the norm. After all, most applicant tracking systems are specifically built to be incapable of managing dynamic candidate relationships. Most applicant tracking systems were built to have a rigid transactional workflow with a clear “start” and “end”. There’s no way for candidates to move freely within the system. If a candidate didn’t get hired for a job? Too bad. As far as the ATS is concerned that candidate is in an end-step; usually ‘Rejected’.
Vendors like Jobs2Web have proven, with actionable data, that re-engaging candidate over time can significantly impact current hiring results. In one report from the Recruitment Innovation Summit they stated that 43% of job applicants apply after the first day of applying with an employer. The candidates come back as repeat visitors. It begs the question, how long are hired candidates interacting with your employment brand before they are hired? We set out to measure this for ourselves.... read more
“Location, location, location.” It's a phrase best known in real estate that could be better known in recruiting. Just as a great location can add value to a home's asking price, geographical insights can add value to sourcing and recruiting efforts. Recruiters can use these three tips to get their opportunities on the map:
Take the Road Less Traveled
Most recruiters have already honed in on the top cities for sourcing talent in their industries. It's no secret that San Francisco is teeming with tech talent and that Washington, D.C. is lined with lawyers. But who wants to compete for candidates in a crowded hiring market? At Seven Step, we take the road less traveled to find new talent first. Watching the moves of top industry players is a great way to chart your course. Top players are moving out of industry hubs in search of new cities that are – or soon will be – playing host to untapped talent. Follow them to destinations like D.C., where technology talent is expected to cross over from the public to the private sector as government employment declines. Or skip the major metropolises altogether and head to Binghamton, New York or Virginia Beach, Virginia, where engineers are abundant and competition is in short supply. Paying attention to where the top players are opening new offices or announcing layoffs can lead to big pay offs for your sourcing efforts.... read more
“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