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Join the recruitDC Team

August 6, 2020 by recruitdc Leave a Comment

recruitDC is growing! We are looking to take recruitDC to the next level, and we need your help to make it a reality.  We are looking to fill the following volunteer roles:  
Newsletter Editor: Lead our monthly newsletter effort to ensure our community receives fresh, interesting content every month.  
Webinar Coordinator: Create a compelling webinar schedule and secure interesting sponsors.  
Blog Coordinator: Recruit, publish, and promote our community members’ writing efforts.  
You have the chance to be part of an exciting team, network with others, and learn new skills. Find out more...  

Filed Under: Announcements

New Perspective in TA: Recruiting News Network Highlights Fresh Voices, Breaking News

August 3, 2020 by recruitdc Leave a Comment


Newly launched Recruiting News Network (RNN) offers a fresh, unique perspective on the talent acquisition industry.  
Started in February 2020, RNN is the brainchild of Neil Costa and Martin Burns of HireClix, a recruitment marketing services firm based in Massachusetts   

“What makes us unique is we have a different set of voices,” Costa said. “We saw an opportunity to hear from talent acquisition professionals who are in the trenches and up on the latest trends.”  

While he and Burns have great respect for well-established thought leaders in the industry, they’ve seen that too often it’s the same people who secure speaking engagements, are quoted in the news, or are featured in content. RNN enables recruiters actively working in the field to add value to the conversation.  

“We’re trying to uncover those hidden gems in the industry and give them a voice,” Costa said. 

One way RNN highlights new voices is by featuring more in-depth Q&A’s with different TA leaders, such as directors and VPs. RNN also features a People on the Move section to highlight career moves of TA professionals. 
Another RNN goal is to become a news information hub for the industry, said Burns, who is RNN’s editor-in-chief. RNN not only writes about current news, technology and money, but it also shares articles from other sources, such as relevant articles from the New York Times and The Verge, as well as trainings, webinars and podcasts.   
RNN also has a global focus rather than reporting solely on TA news in the U.S. For example, RNN has written profiles of TA leaders in the UK and Australia. An upcoming interview highlights an executive from Denmark. 

Helping Recruiters Make Sense of Hot Topics

Whatever RNN is covering at the time, its goal is help readers make sense of the news and enable better decision making. Some of the hot topics RNN is covering include the following: 

Digital Recruiting

Given the impact of COVID-19, digital recruiting is a hot topic. How does the industry recruit and hire when so many people are working from home? It’s quite possible that this current environment will permanently change recruiting. For example, one TA leader that Burns interviewed said when things return to normal, he won’t go back to the way he used to do things, because he has learned new ways to become more effective.    

Campus Recruiting 

RNN is also looking at the pandemic’s impact on campus recruiting and career fairs. RNN recently published a piece from a former college intern and new graduate who reported on what students are experiencing and how best to reach them. RNN plans to run a companion piece on what tools employers can use to facilitate campus recruiting.  

Diversity and Inclusion 

Another topic RNN is focusing on is diversity and inclusion in the hiring process. 
“The industry has a focus on D&I, for good reason. We’re interested in providing factual, data-driven coverage on the issue, as well as covering new initiatives and technologies that play a part in D&I.”

Technology and Money 

With new technologies constantly hitting the market, it can be a challenge for TA professionals to separate fact from fiction and determine what technologies will work best for them and their teams. Consider, for example, the concern the industry has about artificial intelligence. RNN also delves into money hot topics, which often go hand-in-hand with technology, because technology requires a large investment.

No Advertising…Yet 

One thing you’ll notice when you visit the RNN site is the lack of advertising. While Costa and Burns are still working out the details of RNN’s business model, they want to make sure the site isn’t cluttered. When they do seek advertisers and sponsors, they want to keep the number low, so that visitors get to know the vendors and advertisers in the space. 

Want to Be a Contributor? 

RNN is looking for contributors to bring fresh ideas. Burns is open to pitches on all topics, but stressed that RNN is a news site, not a blog focused on emotional thought pieces. Content is more data driven. And if you have a hot topic but don’t want to contribute, RNN would still love to hear it.  
 
To pitch your idea, contact Martin Burns at martin@recruitingnewsnetwork.com. 
To visit RNN, go to recruitingnewsnetwork.com

Filed Under: Blog, News

recruitDC Member Spotlight

June 11, 2020 by recruitdc Leave a Comment


Christine Winchester is a cybersecurity talent acquisition manager for the U.S. Department of Homeland Security. She has 18 years of recruiting experience and is a former U.S. Marine. Christine was recently recognized by Project S.A.V.E. with the annual Award for Recruiting Excellence and is an active volunteer for RecruitDC. 

Q: How did you land in your first recruiting role?

A: It was an employee referral, which is the best way to get hired. I was referred by a friend of a friend. I didn’t have a particular background in the area I was hired for, but I did have exposure to recruiting through my time in the Marine Corps.

Q: What aspect of the role led you to think that this was the career for you?

A: First, there was my recruiting experience with the Marine Corps, which intrigued me. I was also interested in the HR side of house, but not the typical policy/benefits side. Then, once I started working in recruiting, it opened my eyes to how many areas you can specialize in.
Recruiting is not just recruiting. There is so much variety. There’s everything from sourcing, research and the candidate experience. There’s also the technical side of it, with recruiting systems and tools. And each part of the process has different steps, and you can specialize in each of those.
One aspect to recruiting that particularly appealed to me is I love a challenge. Not just a team challenge, but a personal challenge. When you’re working with people, every single person is different. Every experience and every conversation you have is different.  You can’t expect an experience with an individual that you’re potentially trying to recruit will be the same as the one before. It never will be.
That creates other challenges that interest me. One, you’re trying to see if this person is the right fit for the role you’re trying to recruit for at the time. You’re also trying to build a relationship with them. Sometimes, you don’t know them at all. So you immediately have to find ways to learn who they are, from the way they say hello when they pick up the phone to what their body language tells you when you meet them in person.  It’s a constant challenge, but you can challenge yourself even more. You can ask yourself, Did I do that well? Is there a way I would handle it differently next time?

Q: What advice and/or training would you recommend to someone just starting out in this industry?

A: I have several pieces of advice.
Self-assessment: I suggest spending time, if you haven’t already, doing a self-assessment to understand what your strengths and weaknesses are. And then decide what aspects of recruiting will play to those strengths or if you need to improve in some areas.
Organization: The more organized you are and the faster you learn to be organized, the easier your job will be over time.  In recruiting, it’s rare to have someone standing over your shoulder all the time telling you what to do. There can be a lot of ambiguity in your day. Therefore, you have to organize yourself to succeed.  And being organized can make and break you later on in your career. Once you become a senior recruiter, for example, you’re expected to be able to track your numbers, track activity, and provide accurate information.
Curiosity: Another piece of advice is to be curious and seek out information. When I started out, YouTube and how-to videos didn’t exist. Now there’s so much fantastic information out there now, besides just books and classrooms.
Phone skills and grit: You’ll need to get comfortable with the phone and develop a thick skin. If you’re just starting out, you may be scared to get on the phone with a candidate. The truth is, you’re going to have phone calls that don’t go well, you’re going to have uncomfortable silences, you’re going to rub someone the wrong way. But the more you do it, the easier it becomes. Don’t be afraid to call people, especially the ones whose resumes intimidate you. Those are the people you want to talk to. You may fail, but you’ll learn from it. You either have the grit or you will form it over time. You have to be able stand up, dust yourself off, and try again.

Q: What tools you would say significantly changed how you recruit?

A: The first is my smart phone. I’m a visual person, so my phone makes it easy to look at an app, see a picture of a person, and review my call history to help me remember an individual. The second is not a specific ATS, but rather having a user-friendly tool that functions for the whole team and provides accurate reporting. Once I had the responsibility of managing the data coming through an ATS and how that data was being reported on and presented, I thoroughly understood how important that information was to an organization.

Q: Is there one activity that you believe sets you apart from other recruiters?

A: I have the confidence and a positive mindset; there is no problem we can’t solve through creative approaches. The “we” in problem solving is important, because it’s never just one person with the answer.
I also look at recruiting challenges with a strategic mindset.  I understand how important hiring the right people quickly can impact organizational outcomes and how our daily actions either lead to success or failure. I bring my teams together to identify the issues and solve them together, whether it’s sourcing, outreach or engagement, a systemic problem within an organization, or interpersonal conflicts. Together we make the decisions to move us forward towards a better future.

Q: Can you share your favorite recruiting-related story?

A: When I was a junior recruiter, I got really excited about a hard-to-find candidate. This was a person where you needed to think carefully about how to best approach them.
I used a parsing tool to put their information into the ATS and emailed them from what I got from the ATS. Unfortunately, I was so excited to contact them as fast as I could that I didn’t pay attention. Instead of addressing the person by their name, I addressed them by their street address.  They let me know very quickly that that wasn’t their name. I apologized immediately, but I never heard back from them.
As recruiters, we can make a big difference in how our organization’s branding – and our personal branding – is perceived. I learned that it’s not how fast you contact someone. It’s about paying attention to the details and getting it right.

Q: If you were not in Talent Acquisition, what would you be doing now?

A: I would be outdoors with a camera in hand. I love to look through a lens and capture the beauty of a moment that doesn’t happen again.

Q: What do you believe are current challenges facing the Talent Acquisition industry and do you  have any thoughts about how to address them?

A: We spend too much time focused on how to find people and not enough time learning how to interact and engage with them. We need to spend more time learning how to having meaningful and helpful conversations with people who are potential candidates or looking for a job. That will help us get to know them, make them feel good about the hiring process, and ensure their needs are met.

Q: What characteristics do you look for when hiring recruiters?

A: While there’s no college degree in recruiting, there are a few things I look for.

  1. Curiosity. Will they seek out answers and are they a naturally a curious person?
  2. Passion and a sense of humor. Recruiting is hard. We’re in the business of people. There will be hard days. You have to be able to last but also step away and have fun.
  3. Self-improvement. I look for someone who continuously looks to improve.
  4. Courage. You need courage to get on the phone with people, deal with a manager who’s upset about something, or when someone on your team isn’t doing something the right way. You need to be able to stand up for yourself.

Filed Under: Blog, recruitDC Member Spotlight Tagged With: Advanced Recruiting, Back to Basics, recruitDC, Recruiting Strategy and Management, sourcing

3 Great Online Sourcing Tips

June 1, 2020 by recruitdc Leave a Comment

By Jeremy Bonewitz, Talent Acquisition Manager – Stantec  

I recently attended Online Sourcing Learning Day 2020, and I‘d like to share three tips that I took away from this exceptional webinar for recruiters. The event featured six seminars that focused on employer branding and data, OSINT and sourcing on Facebook, and social sourcing.   

Tip No. 1: Facebook and HelloTalent 

I really enjoyed learning more about OSINT and how to recruit differently on Facebook.  One tool I was particularly interested in for OSINT was HelloTalent, which allows you to find candidates on different social media sites along with their contact information.  There’s even a Chrome extension that you can add to make things easier for your everyday sourcing!

Tip No. 2: Facebook search 

As we all know, Facebook isn’t as friendly to recruiters for sourcing as some other platforms, but this tip will surely come in handy.  
For example, adding the key word in the search box such as location and company name and then using the filters can effectively help your results when searching in Facebook.  
There is also the “Copy Link Address” trick that allows you to paste the URL from a hyperlink into a specific search box in the filters section to help target specific companies and/or locations that are not listed in Facebook’s search.   

Tip No. 3: LinkedIn SSI Report 

Another cool thing I learned about was LinkedIn’s SSI report.  According to LinkedIn, the SSI (Social Selling Index) is a score from LinkedIn based on how effectively you portray your professional brand, build relationships, find the right people, and engage with insights.  This is something I’m betting few people know about.  You can read more about it in this LinkedIn post: How to Find Your LInkedIn SSI Report. 
Overall, Online Sourcing Learning Day 2020 was a great recruiting conference that definitely provided some actionable takeaways that my team and I will be using as we source and recruit for top talent. I look forward to joining it again in 2021!  

Filed Under: Advanced Recruiting, Back to Basics, Blog, Professional Development, Recruiting Strategy & Management Tagged With: Advanced Recruiting, Back to Basics, continuous learning, employer branding, professional development, Recruiting Strategy and Management, sourcing

Celebrating Our 10th Anniversary!

May 22, 2019 by recruitdc Leave a Comment

Since 2009, recruitDC has been hosting annual conferences and networking events for regional recruiters.  In honor of that milestone, we have a new logo as well as a new website.  We hope that you will share information about our regional recruiting based organization with all levels of talent acquisition professionals in your organization.

We also invite you to help us celebrate by providing your favorite recruitDC moment, activity, and/or picture along with the hashtag #recruitDC10 via social media.  As an incentive, each unique entry shared will be entered into a contest — feel free to post multiple memories! One winner will be selected via random drawing among RecruitDC Spring 2019 attendees on May 23rd to receive an iPhone X.  Another winner will be selected from all who were unable to attend the March 23rd event to win free admission to all recruitDC events for 1 year. 

To get you started, we wanted to feature an interview with a member of the community who has attended several of our networking and conference events including our very first one in 2009.  Matt Duren, a recruitDC board member, interviewed Prerna Chauhan, a regionally-based talent acquisition professional, who shares her thoughts about recruitDC, events and getting involved with the community. 

Matt: You’ve been to several recruitDC’s over the years, including the very first in 2009 – tell us why you decided to attend and what it was like back then?
Prerna: The first one was very different in that a strong sense of community didn’t exist back then as it does today. It was much smaller in scale and attendance. However, the purpose of building a community for all of us in the DMV area was clear from Day 1. I attended because I had always wanted to have a network of peers that I could leverage and share ideas and issues that were common and unique to the DMV area.  

Matt: You’ve been a regular attendee over the years, what keeps you coming back to our events?
Prerna: The growing network of professionals who are both eager to learn and to share their knowledge with those who are willing to ask for ideas, help and suggestions. Also, it’s an opportunity to really take a day to focus on self-growth and learning.

Matt: What’s the most significant impact recruitDC has had on your recruiting career? 
Prerna: The network I’ve created. Some of my best professional opportunities have come from word-of-mouth referrals from people I’ve had the fortune of getting to know over the years and because I’ve been able to demonstrate my knowledge and passion and share ideas as well as ask for help when needed and they’ve seen it first-hand. (Special shout out to Mike Bruni who always has my back!!)



Matt: Tell us your favorite/lasting memory from recruitDC?
Prerna: Meeting Steve Levy (Uncle Steve as I fondly call him). I was in a presentation and someone had mentioned sourcing on Twitter, I happened to mutter to myself, a presentation on how would have helped, I didn’t know it then but Steve was right behind me, he heard me, tapped me on my shoulder and asked for my email. Next thing I knew, 30 seconds later I had a presentation that Steve had put together on how to source on Twitter in my inbox. His attitude of willing to help, being available to answer questions has stayed with me and I try to pay that forward to everyone that I can possibly help. 

Matt:  Lastly, If someone is reading this interview and they have yet to decide if they should attend the 10th anniversary of recruitDC, what would you tell them?
Prerna: Just come, if you are willing to put yourself out there and talk to people you’ve never met without hesitation, I promise you won’t regret it. And more than likely, you’ll be back every year and will be happy to volunteer willingly because you’ll see how much you’ll get out of your attendance. If for nothing else, just come for yourself, even one conference will help you grow much more than you realize. DO IT FOR YOURSELF!

Filed Under: Blog, recruitDC Conference

Successful Recruiting Strategies Include Sourcing

May 15, 2019 by recruitdc Leave a Comment

Sourcing is one of the most critical aspects of any successful recruiting strategy.  A study done by Lever of over four million candidates found that sourcing is one of the most effective ways to hire. On average, one in every 72 sourced candidates is hired compared to one in every 152 applicants from well-written posts.  But sourcing can do more than find you candidates on LinkedIn or job boards.  Its primary job is to find the under-the-radar, high-quality candidates that no one else is reaching out to. I’m talking about that purple squirrel riding a unicorn kind of candidate that has the potential to be your next Superman or Wonder Woman.

Sourcing candidates can take 13 hours or more out of every recruiter’s week but there are so many tools and so much information out there that it can be intimidating to figure out the best tools/methods for you. That’s where RecruitDC’s Sourcing Innovation Lab comes in.

I’m going to show you some of the best tools and methods for sourcing along with some general tips that can help your overall process. We’ll touch on job posting, Boolean search strings, LinkedIn, Chrome extensions, and websites to find candidates along with their contact information.  My goal is for everyone in attendance to learn some new ways to find candidates.

So get your tickets for RecruitDC’s Spring event on Thursday, May 23 2019 here and bring any sourcing questions you have. I’m looking forward to seeing you all there. J

Filed Under: recruitDC Conference, recruitDC Events

Time Management in Talent Acquisition

May 10, 2019 by recruitdc Leave a Comment

From the Roman poet Horace’s famous phrase, Carpe Diem, to the modern concepts of Work-Life balance time is our most precious resource. People have been looking for ways to better manage their time for as long as time has been measured. Despite the myriad of technological advances, the constant influx of information in our brave new digital world leaves us as pressed for time as ever. And as the lines between work and home have blurred, time stressors have become the most common and insidious of all job stress factors. In fact, significant correlation exists between time stress and job dissatisfaction, tension, perceived threat, and other factors. For Talent Acquisition professionals, with our need for rapid, consistent multi-channel communications, the problems are even worse.

So, what can we do about it?

If you were looking for a silver bullet, I’m sorry to disappoint you there isn’t one. Hiring Managers, Supervisors and Candidates are likely to demand more of your time than you have available to give. And your inbox is going to continue to fill up like a vampire at a blood bank. But that doesn’t mean that there is nothing you can do.  

You’ll have to begin with a little introspection. What’s really important to you? What are you prepared to sacrifice to get it? This will help you determine how you should be spending your time. Presumably, at least some portion of that will be allocated to work, either as a direct facilitator of joy, or a means to an end. Now look at your work and repeat the exercise. We often spend our time based on habit, or in avoidance of difficult or unpleasant tasks. If we don’t take the time to determine what really matters in our lives and our careers, any attempt to manage our time cannot be properly directed to the desired outcomes.

Once you have determined your priorities, you can begin to dig in to using your time effectively. Effective time management means being able to distinguish between what is important, and what is merely urgent. The US Forest Service created the Smokey Bear advertising campaign emphasizing the important issue of wildfire prevention, rather than simply allocating that funding to the urgent business of fighting fires. Next, consciously seek to apply your time and effort to important matters, not just urgent ones. Will revising your applicant flow in your ATS or responding to an email on a candidate’s status yield you greater long-term results? Effective time management means that you must know your desired outcomes and focus on achievement rather than methods. Best of all, effective time management, along with well thought out priorities empowers you to say “no” when others would place unnecessary demands on your time.

If you can manage your time effectively, you can begin to layer in efficiency. Efficient time management is more about eliminating inefficiency than anything else. For example, people tend to do things they like to do, before things they don’t like to do, even if accomplishing the unpleasant task first will make all subsequent tasks easier. Once you are managing time effectively, you can begin to optimize for efficiency.  

Filed Under: Blog, recruitDC Conference, recruitDC Events

Join Me at RecruitDC to Learn about Community Management

May 5, 2019 by recruitdc Leave a Comment

RecruitDC 2019 is right around the corner- have you bought your ticket yet?

 To quote Anne-Marie (which is really to say ‘To quote Nelly’,)

“If you want to go and take a ride with me…

studying the impacts of community

Hey, show me the productivity!”

 I may have paraphrased somewhere in there.  Don’t worry, I will not rap during my session (she repeats to herself over and over again in her head – You are welcome.)  What I will do is discuss the building blocks of community in the workplace. We’ll address the key elements that bring value to community building for your business (retention and productivity), how to strategize around community management initiatives at your company, identifying metrics to support community growth, and discuss external resources to get you started.  I’ll also run through community engagement opportunities that have been successful for me in the past and how to tailor opportunities to your communities.

 You’ve hired the top talent, but your job isn’t over.  Building a community and encouraging employee engagement is the responsibility of the entire community.  It doesn’t rest in the hands of HR or TA or Operations alone. By capitalizing on the relationships you’ve built through the recruiting process, you can build the foundation to a strong and lasting community.  

Join me on May 23rd at RecruitDC 2019 and find out more about Corralling Your Community.

Filed Under: Blog, recruitDC Conference, recruitDC Events

Why I’m Super Fired Up About recruitDC

May 10, 2018 by recruitdc Leave a Comment

by Chris Comrie
Hey I’m Chris Comrie- manager of the Recruiting Leaders Community. I love what I do.

We built the community from scratch to over 3,000 people basically overnight. Since then I’ve been asked by recruiting and search agencies, tech companies, and small businesses build their own communities through social media and digital marketing.
Seriously, I love what I do. Just watch the video to the right to see what I mean!
I’m super fired up to be sharing with you the things I’ve learned along the way in my talk at 1 pm on Thursday May 24 called How to Build Community to Get Candidates, Clients, Dates and Fame.
It’s an awesome talk for anyone in their career from entry level sourcer or corporate recruiter to veteran 20+ years agency owner or consultant.
We’ll talk about how to be selfish because I think it’s a good thing!
This isn’t some BS motivational talk- (you will get fired up too 🙂 and you’ll walk away with the KNOWLEDGE, TOOLS, and CONFIDENCE to immediately implement these branding and social media strategies into your company and into your employability (if you’re an employee.)
P.S. I’m challenging you to the “5 Friend Challenge!” People are the most important part of any conference so I’m challenging you to make 5 friends while you’re there. One from each category below:

  1. Someone ahead of you in your career
  2. Someone behind you in your career
  3. Someone in the same place as you in your career
  4. Someone that does something completely different than you
  5. And someone that is just a really fun, nice, cool person that you really hit it off with!

Tag them and me (linkedin.com/in/comriechris) on LinkedIn and say which role they fill!
If you haven’t picked up your tickets to recruitDC yet, you can do so here! Can’t wait to see you in DC! 
Chris manages Recruiting Leaders, the fastest growing high quality community of recruiters on Facebook. He uses his experience to mentor and consult recruiters on how to scale and automate their business and reach so they can earn more revenue while freeing up time. His writing and videos on how to leverage the power of community in a saturated recruiting market gets over 50,000 impressions per month. He is a LinkedIn and Facebook Influencer and enjoys giving back by teaching webinars and speaking at conferences about the power of community and how others can scale their audience too.

Filed Under: Uncategorized Tagged With: recruitDC, recruiting

May the SOURCE be with you! – A Beginners Guide to Sourcing on Social Media:

May 10, 2018 by recruitdc Leave a Comment

by Jeremy Bonewitz

Are you new to recruiting/sourcing? Have you reached a dead-end in your searching repertoire? Are you ready to use the SOURCE?! 

Sourcing can be intimidating for those new to recruiting and talent acquisition field.  However, I hope to relieve your stress by showing you some of the sourcing techniques that I have learned and used over the past few years to help find potential candidates more efficiently.  Having taken a variety of sourcing classes and webinars I hope to be able to teach those new to the industry a better and more efficient way of sourcing candidates on social media!

This Back to Basics seminar will provide you with the tools & resources to learn and embrace social media in your weekly sourcing and recruiting efforts. We will cover everything from sourcing and recruiting on LinkedIn, Facebook and Twitter along with other profile sites such as Zoominfo, Slideshare and others that you can use in your daily sourcing routine to help you find those hidden candidates.   Finally, we will cover resources that can help you learn about new tools, sourcing and recruiting techniques: LinkedInTalent Blog, ERE Media.com, and SocialTalent.

Ready to take your sourcing to a new level?  Then join me on Thu, May 24, 2018 at the Spring 2018 recruitDC Conference in VA and use your new knowledge to beat your competition! Get your tickets today!

Jeremy Bonewitz has been recruiting for over nine years both on the third-party side and corporate side. For the last seven years he has been a corporate recruiter in the engineering, environmental, and construction fields. He is currently a global talent consultant at Stantec in its Laurel, Maryland, office.

Filed Under: Uncategorized Tagged With: recruitDC, recruiting, sourcing

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