"Like" it or not, the social recruiting universe is expanding. Facebook has entered the scene with its long-awaited job board, aggregating open positions from an array of public and private career resources to help candidates find jobs. So will Facebook prove a friend or foe to RPO?
Our opinion: friend.
Like LinkedIn, Facebook has an opportunity to expand its influence among jobseekers by becoming a go-to resource for companies looking to reach their largest, most diverse applicant pools. The more jobseekers Facebook attracts, the more companies will rely on Facebook as a recruiting tool, creating an organic cycle of improvement that benefits everyone involved – especially recruiters.
That's because behind every great recruiting tool lies an even better recruiter. A large applicant pool is always beneficial, but it's the recruiter who can sift through that pool to find the star players who will succeed.... 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
According to Jobvite’s Annual Social Job Seeker Survey, the amount of employed workers actively looking for a job has decreased significantly – from 16 percent of survey respondents last year to a mere 9 percent this year. This doesn’t paint a pretty picture for talent acquisition, especially as key targets for recruiters are generally those candidates who are currently employed rather than those who have been out of a job for an extended amount of time.
But wait, there’s good news! The survey also found that while the number active job seekers declined, the “active-passive” job seeker category is growing, with 69 percent of the employed either seeking a new job or open to the idea of one.
So what does this mean for recruiters and talent acquisition professionals? Sourcing and winning over new candidates is more and more about selling the job, the employer and the vision. Based on some survey findings, here are the sourcing channels to explore if you want to make the most of the explosion of active-passive job seekers.... read more
A report card will bring you back – way back. And for most of the working world it’s a measurement we’re happy to be rid of. Although the way we measure business processes tends to be a bit different, the report card concept has stuck around for business benchmarking.
When it comes to talent acquisition, an analysis of how a company’s current sourcing approach holds up in comparison to the competition and other top-choice employers is a good tool to inform future sourcing strategy. There are a number of sourcing-effectiveness criteria that we measure at Seven Step, and they are constantly evolving as new candidate communication channels and expectations arise.
Would your current candidate sourcing strategy fall in the “A” range, or come closer to a “C”? Check out some of the subjects that we think talent acquisition professionals might need to apply themselves to:... 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