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You are here: Home / Archives for Hiring

3 Reasons Why the Power is in the Talent's Hands

May 6, 2015 by recruitdc Leave a Comment

By J.T. O’Donnell

Time-to-fill rates have reached a 13-year high, yet hiring managers still have the same expectations and wonder why talent isn’t rushing through the doors. The joys of recruiting, right? If you’re feeling like you’re being asked to find purple squirrels, you’re not alone. In fact, any savvy recruiter is probably experiencing this. Why? We’re facing a power shift in hiring. The new employment ecosystem now places the power firmly in the hands of talent, making the job for recruiters more challenging. Here’s the good news: there are many ways we can balance out this shift and reignite our love for recruiting. However, that starts by understanding the specific reasons why the power has shifted.

3 Reasons Why the Power is in the Talent’s Hands

The Hourglass Workforce

You’ve likely heard about the impending talent gap. Many Baby Boomers will be leaving the workforce with a narrow Generation X to fill their shoes. This means an equally large Millennial workforce will be faced with filling the open positions left in the Baby Boomer’s wake. The problem? With this turnover comes a gap in talent where there are fewer qualified, experienced professionals to hire. As open positions increase and sophisticated job seekers are able to become more selective than ever, it’s up to employers to win them over with their company culture.

Culture Over Compensation

Professionals in 2015 want, and expect, to be happy at work. In fact, 96% of participants in a recent poll stated that it’s more important to love their job than it is to be paid more. They no longer want to work for companies, and instead, expect to work with them. This means that talent is looking for businesses with which they’re aligned, showcased by the fact that nearly three quarters of professionals are seeking employers whose work environment fosters a strong team and personal development. Perks are great, competitive compensation is valued, and cool office spaces are enticing, but without a compelling culture and values, an employer will be overlooked.

Candidates Are Consumers

With the boom of the digital age, consumers are changing the ways they interact with brands and make buying decisions. With 81% of consumers researching products online before making a purchase, marketers have recognized the need to earn their attention and establish credibility to increase the chances of gaining loyal customers. It doesn’t take a marketing professional to recognize that the same people who research the products companies sell are also candidates researching potential employers. Mirroring the behavior of savvy consumers who learn everything they can about a brand, sophisticated job seekers are in control of finding employers with whom they want to engage.

You won’t see sophisticated job seekers looking first at job postings, but instead, will find them reading content, watching videos, and evaluating testimonies from existing employees. If an employer doesn’t drive consideration of their positions by connecting with target candidates, they will lose talent to someone who does. Now more than ever talent has control of the companies they interact with and will require more than an open position to be compelled to apply.

Do you want to restore control to recruiting?

Come learn how to regain a balance in power and have fun doing it! Join me at #RecruitDC and I’ll focus on what you can do to find the satisfaction and success you desire as a recruiter this year.

Jeanine Tanner “J.T.” O’Donnell is the Founder & CEO of CAREEREALISM and CareerHMO. O’Donnell is a career strategist who helps American workers of all ages find greater professional satisfaction. Unlike other advisers, O’Donnell works with both individual clients and corporations, giving her access to emerging workforce trends. In addition to helping professionals, O’Donnell is experienced in company storytelling and helps companies strategize ways to reveal their talent brand to obtain top talent. With 18+ years of experience, managing, training, and coaching people of all ages on a wide variety of career topics, O’Donnell is a Nationally Syndicated Career Advice Author in 130+ Newspapers. O’Donnell is also a LinkedIn Influencer with 950K+ Followers. Follow her @jtodonnell.

Filed Under: Uncategorized Tagged With: Candidate Experience, Hiring, J-T- O'Donnell, recruiting

The Week In Recruiting – March 15

March 16, 2015 by recruitdc Leave a Comment

news
We’re bringing you the best recruiting and sourcing content on a weekly basis. Not seeing something from your favorite site? Suggest a site in the comments, and we’ll check it out!

Fixing The Black Hole: What You Can Do To Improve Your Candidate Experience Right Now
(via RecruitingTrends)

Don’t Ask Me How I Know: Life Lessons Learned From A Life In Recruiting 
(via Recruiting Daily)

Everyone In HR Sucks At JD Ads
(via Tim Sackett Project)

Sourcing, Analytics, Branding: 3 Roads Diverged In A Career 
(via SourceCon)

How To: Reject A Job Applicant (Without Making An Enemy)
(via SocialTalent)

Filed Under: Uncategorized Tagged With: analytics, Hiring, recruiting, sourcing, Week In Recruiting

A Quick Reminder: Hiring Is Hard

March 12, 2015 by recruitdc Leave a Comment

By Ian Jones
The NFL held its’ annual Combine event a few weeks ago, where top college football players gathered to be measured, tested, interviewed and put through a myriad of drills to gauge their strength and abilities. The combine is a multi-day event yielding mountains of data, which when combined with endless hours of game film, help NFL teams draft the players they hope will lead them to Super Bowl glory. Or for DC area Skins fans, at least a .500 record.

The NFL draft is a recruiter’s dream. The league has a near monopoly on top talent. Nobody freezing his tail off for the Saskatchewan Rough Riders is doing so voluntarily. NFL Scouts can review and analyze every single play candidates made in games on video, as many times as they want, in super slow motion. Each player’s exact height, weight, 40 yard dash, and vertical leap is not only verified at the Combine, it’s posted all over the Web.   A Left Tackle can’t pad his resume. And here’s the kicker, once a player is drafted by a team, only that team can offer him a contract.   There is literally no competition for that player’s services.

NFL General Managers have months to prepare for their selection. They have as unlimited access to prior performance, unbiased tangible physical data, and a monopoly on the player they select.   Seems impossible to screw up this hire, right? Wrong. The list of top NFL draft picks that failed is long – Tony Mandarich, Ryan Leaf, Gino Toretta, and pretty much every single player ever taken by the Jets.

And it’s not just the busts that highlight how challenging hiring can be. Take this pale, slow, barely athletic looking kid who had 198 other players selected ahead of him in the 2000 draft. As much as the Patriots should be admired for their handling of personnel over the years, if they knew that this soup sandwich was going to become the greatest QB of all time, they’d have traded the farm to take him first overall.

This post offers no solutions, but hopefully some sense of perspective to every executive, hiring manager and recruiter struggling with acquiring great talent. We don’t have the luxury of perfect information, talent monopolies, and transparent access to the entire talent pool.   We hustle, trying to differentiate our opportunities, evaluate candidates for job and culture fits, and land the best talent with only a fraction of available and semi-verifiable data. All under intensive competitive and time sensitive pressure.

So keep grinding, keep doing everything you can to reach your hiring goals. Take time to enjoy the victories, and not dwell too much on the defeats. Because even in a perfect situation, hiring is hard.

Ian Jones is always interested in discussing recruiting and hiring, but averages roughly one blog post per Presidential term.  His stories are much more entertaining over happy hour anyway, so follow Ian on Twitter and DM with the day and time.  He’ll be there.

Filed Under: Uncategorized Tagged With: Hiring, Recruiters, recruiting

5 Reasons The Cover Letter Is NOT Dead

February 4, 2015 by recruitdc Leave a Comment

By Will Thomson
Truthfully, I am sick of hearing about it. I talk to recruiters all of the time and a large majority of them say, “I never read cover letters”. I have heard, “I just don’t have time”. Maybe I am old fashioned, but let me say this, I have found some pretty darn good candidates while reading through cover letters. Recently I read a cover letter for an out of state copyrighter.   No, we won’t relocate anyone for the role. He lives in Minnesota and the position is in Washington D.C.   I can tell you he is one of the top candidates for the role and without a cover letter, I would have passed on him in seconds.

I recently wrote a blog post called How to Impress A Recruiter. I talked about how a candidate blogged, tweeted, and reached out to me. He really separated himself from the pack. In today’s times, separating yourself is what it is all about. You need to differentiate yourself from the other candidates. If you don’t know this, let me tell you the cold hard facts about job openings. There are more candidates than roles available. [Read more…]

Filed Under: Uncategorized Tagged With: Candidate Experience, Hiring, recruiting, Will Thomson

Countdown To recruitDC: Mark Batenchuk On Candidate Engagement

December 10, 2014 by recruitdc Leave a Comment

Ed Note: The fall 2014 recruitDC event is just days away. The schedule is packed with great interactive content and I am honored to moderate the engaging talent panel. We’re sharing a final sneak peek with you, from Mark Batenchuk of Scope Group.
How do you define candidate engagement?

Successful candidate engagement is the epitome of effective recruiting. It is the art of combining skill, effort and time in order to attract and secure top talent. While candidate engagement is a relatively new buzz word in the industry, top performing recruiters have been experts in “practicing” candidate engagement for years.

Three key elements of candidate engagement include:

  1. Attraction – Woo talent and cut through the noise. Sell folks on the opportunity, organization, company culture, the staff—even a candidate’s potential future boss! It takes persistence and marketing savvy.
  2. Relationship building / Rapport – Quickly establish trust and find common ground.
  3. Feedback – Prompt feedback throughout the process is essential to continue building trust and respect – especially during long hiring timelines.

[Read more…]

Filed Under: recruitDC Events, Uncategorized Tagged With: Candidate Engagement, Candidate Experience, Hiring, Mark Batenchuk, recruitDC, Recruiters, recruiting

We Do We Do It?

December 3, 2014 by recruitdc 2 Comments

By Doug Munro
Spoiler alert – you’ve read this piece before. It’s been written by many great recruiters, but frankly the story never gets old for me. I hope others feel the same way.

Most of us run a constant risk of becoming bitter and jaded. More than likely all of us have slipped away to the dark side at least a time or two. We spend a great deal of time haggling with unreasonable hiring managers, unrealistic candidates, and disconnected executives. We chase purple squirrels, negotiate with intransient accountants masquerading as software developers, and try to live up to arbitrary numbers in a metrics-driven profession. It’s easy to question why we keep showing up day after day to subject ourselves to the abuse. [Read more…]

Filed Under: Uncategorized Tagged With: Candidate Experience, Doug Munro, Hiring, recruiting

5 Things Recruiters Don't Normally Share With Job Seekers

November 10, 2014 by recruitdc 4 Comments

By Susan LaMotte
As a talent strategy consultant and career coach, I tell clients all the time: “I get the other side of the equation.” Companies like that I coach job seekers, and job seekers like that I consult with talent acquisition teams at companies. 

Having a foot in both worlds means I don’t forget what it’s like on both sides of the aisle. It’s like recruiting bipartisanship. But every once in awhile, I take sides. And job seekers, this is for you.

There are a million nuances to being a recruiter — like many jobs, to an outsider it may seem straightforward. But there are multiple stakeholders, laws and budgets vying for attention that make it really difficult sometimes. And the more you know and understand, the more effective you’ll be. Recruiters may not want you to know their secrets, but here are five tips to help you get both feet in the door and the attention of a recruiter. You’ll thank me now. They’ll thank me later.

1. An important part of a recruiter’s job is inside sales.

Like any job, recruiters are measured, evaluated and lauded (or not) based on how well they perform. But it’s often with strange (to you) metrics like time to fill, or percentage of job postings (called requisitions) that have closed. More rarely are they measured on quality of hire (i.e., how well you’re performing a year after you’re hired). This means recruiters are biased towards selling candidates to the hiring manager. Hard. They want that job to close fast. So make it easy on them to sell you.

Bottom line: Don’t assume they’ll figure out your skills are transferable. Apply for jobs where you’re clearly a fit and supplement any networking, cover letters and phone screens with clear examples they can turn around and use. One time a candidate had a unique technical skill so he called to explain it and tell me why it mattered in our business. I loved that.

2. Weird behavior makes recruiters nervous.

Being on the phone all day can make a recruiter crazy. That means in between interviews, sourcing calls and offer deliveries, they’re sharing tales of insanity — odd calls, strange answers to interview questions and tales of incredulity (such as: “Why did this guy apply to three different jobs? Does he not know I can see all of them?”) There’s nothing wrong with getting a recruiter’s attention, but if you cross a line, they’re just going to ignore you. It’s just like dating. Say “I love you” too soon, call too many times in a row or try too hard and you’re out.

Bottom line: Make an effort to get noticed but don’t border on pathetic. Follow up and check on your candidacy but don’t call every day or start sending LinkedIn invitations to the entire team. If it feels strange, don’t do it. Making the recruiter nervous is a reason for them to focus on someone else. I once had a candidate email me every day. Stalker — you’re out.

3. Sometimes it’s a crapshoot.

A recruiter typically has a collection of requisitions she is responsible for. In most companies, it’s usually an unmanageable number (at least to the recruiter). So in the morning, she may come in and open her ATS (applicant tracking system) and start looking at what resumes came in for what position (requisition) overnight. She’s human, so while scanning resumes, she might be distracted by her boss popping by, a tweet or a phone call. That means some resumes get the six-second glance, some get 30. There’s no guarantee of fairness — it’s absolutely impossible. And if she already has enough candidates interviewing, she might barely glance, if at all, at new resumes.

Bottom line: Sometimes it’s a crapshoot. You might feel like you’re a perfect fit for the job, but the timing of when you apply or simply how busy the recruiter is that day could determine your fate. That’s where networking comes in. Never apply for a job cold. Make a connection in the organization first that can check up on your candidacy with the recruiter. Depending on where she is in the process you might not get a fair shake, but at least you’ll be in the know. As a recruiter, I could ignore resumes in my ATS queue but I couldn’t ignore a colleague at my door asking about a referral.

4. They influence but rarely, if ever, decide…

A hiring decision usually comes from the hiring manager. It may even have to be approved by his boss. The recruiter doesn’t decide. She will contribute to the discussion and provide opinions on interactions with candidates. She’ll provide context like salary ranges or market analyses, but she won’t decide.

Bottom line: Don’t rely on the recruiter throughout the entire process. Figure out who else is important in the decision-making process and build relationships. Send follow-up emails that show you did your research and take them up on the offer to ask additional questions. Just don’t go overboard. Weird behavior makes hiring managers nervous too. (See #2).

5. …but they have a tremendous amount of insider information.

Recruiters know what the hiring managers are like, what matters most to them and what interview strategies succeed. So don’t ignore them. It’s really important to have the recruiter on your side. You want to make their job easier and set them up for success. In turn, the recruiter can share that valuable insider information if you just ask: “As I prepare for the interview later this week, any suggestions you have on what matters to the hiring manager are greatly appreciated — I really value your advice.” The worst they can say is no.

Bottom line: A strong relationship with the recruiter is part of the equation. Recognize that she’s busy and may have a million priorities (while the job you want is your only one right now). Respect her time and help her help you. In return, she may be able to help you prepare, understand and strengthen your candidacy over others who don’t even bother to ask or care. As a recruiter I often felt under-appreciated. Thanks from a candidate and recognition that I played an important role in the process went a long way.

Susan Strayer LaMotte is the founder of exaqueo. She helps startup and high-growth companies develop cultures, build employer brands, and create talent strategies to help scale and grow businesses. Follow her @SusanLaMotte.

Ed Note: This post was originally posted on Startup Collective and was republished with the author’s consent.

Filed Under: Uncategorized Tagged With: Candidate Experience, Hiring, Recruiters, recruiting, Susan LaMotte

How To Find Direct Contact Info On Websites

November 6, 2014 by recruitdc Leave a Comment

By Mike Chuidian
The World Wide Web is a beautiful thing. We as sourcers and recruiters don’t even begin to scratch the surface when it comes to mining data/information on the great WWW. But we have some hope for getting a lot of that data, right? You know the saying….The one with the most information wins.  If you source on LinkedIn or any of the many social media platforms (i.e. Github, StackOverflow, FB, Twitter, Behance, etc.) we utilize, often times it’s hard to come by good contact information.

I particularly love IT dudes/dudettes that have their own websites. Why? Because it can be a wealth of information.  Whether that be their interests, the kind of work they do, or maybe if you’re lucky, some contact info….Not. So. Much. In this post, I’ll show you how to glean those 2 ever so important pieces of information….the phone number and email. Heck sometimes we can get the home address!

Usually, personal websites are either stumbled upon or on people’s Social Media bios. There are tons of personal websites out there, but very few reveal their contact info. So how do we glean that information? Let’s get started….

Step1.  First we check out a personal website….Looks pretty good to me!

Whois1Step 2.  I then click on “Contact”. But……..it’s the dreaded “Fill out the form”.  Boooo!! What a buzz kill for such an assumed highly qualified candidate!  Whois2Step 3.  OK…..Challenge accepted! I like to use Whois.com. This site basically allows you to enter in the websites’ URL to gain information on the owner of the website.Whois3Step 4.  Hit “Search”…….and VOILA!! You get this information…..Whois4Now as you can see, there’s all kinds of goodies on this page…..Phone#, email address, and even the home address! Exactly what I need to engage with this individual. But how do I know it’s the contact info of the person I intend to contact? Call them!!! DUH!! This one happened to check out.

There is a caveat to this obviously….Not all website owners will leave their website registrar public and will put privacy filters up. You can usually tell which registrars have been made private. But for the most part, a lot of these personal websites have public registrars.

So have fun with it! It’s another trick up your sourcing sleeve that is sure to be very helpful. I want to give a big shout out to Steve Levy for putting me on to this a while back. Dude is a sourcing genius!

Mike Chuidian is a Sr. IT Recruiting Consultant with Deloitte, and has worked with growing companies such as SAI and Comcast. He’s also an epic connoisseur of sneakers.  Keep in touch with Mike on LinkedIn or Twitter

Ed Note: This post was originally posted on Rad Recruiter, and republished with the Author’s consent. 

Filed Under: Uncategorized Tagged With: Hiring, mike chuidian, recruiting, Social Media, sourcing

Tapping The Veteran IT Pool

September 15, 2014 by recruitdc Leave a Comment

By Bob Wheeler
The hiring process can be painful for both organizations seeking talent, and individual job seekers. Gaps in common skills and language are typically cited as reasons for veteran hiring initiatives. It’s also agreed by most experts that, of the military skill set, Information Technology and cyber skills are some of the most translatable. Why then, do we have difficulty when it comes to attracting and hiring veteran IT Talent?  

The problem, I think, lies on both sides of the equation.

I recently showed a job description to a transitioning Marine Corps communications officer. I asked him for his thoughts and it didn’t take him long to identify that the position of Sr. Network Threat and Media Forensics and Support Specialist had a USMC counterpart.  “Looks like an 0689 Gunny to me”, he said.

OK- great. So what’s a 0689 Gunny?

The first part of this is the MOS 0689 which identifies a specific job.  In this case, Cyber Security Technician.  The “Gunny” part is short for Gunnery Sergeant which is an E7 (“E” meaning enlisted).  Here’s where the process can sometimes go wrong. Often recruiters will seek out commissioned officers due to the fact that they all have college degrees, but this isn’t always the wisest move.

First of all, if you are searching for technicians, then you will want to target the enlisted ranks, particularly the junior to mid-level.  It’s worth noting that this case, you can’t actually become an 0689 until you’re already either an E5, or in rare cases, a very highly recommended E4, already serving in a related cyber field.  So these folks are not only highly trained, they’re also high performers.

In this case, the description also did not list any education requirements, and even if it did, we must remember that a great deal of the enlisted population also have degree.

So now that you know these 0689’s exist, the question becomes, “Why aren’t they replying to my job posting?”  Well, one big issue you have to face is the competition from their current employer.

Yes, there is a drawdown, but it isn’t affecting everyone equally.  Did you know these USMC Cyber Warriors are being offered nearly $51,000 to reenlist?  Yep, there is real completion for this talent, and it’s not just in the private sector.

So, while your position might be offering the potential for greater income, this individual would have to actually turn down a guaranteed bonus and essentially tender their resignation before even seriously considering a job posting that he or she may or may not even get selected for.  That’s quite a gamble, especially for someone who has experienced a great deal of security and stability throughout their career.

It’s not just the Marine Corps, either. Even though actual bonus money may differ slightly by service and by current fiscal year, the push for Cyber talent is there across the DOD. So, whether it be an Air Force 3D072, a Navy 2779, or a new Army 25D, retention is a service priority and it is certainly a factor to take into account. These aren’t your typical passive candidates.

Another consideration is that even as individuals research civilian positions, many do not completely understand the civilian lingo.  Service members, for example, are often unsure of what differentiates a Senior Network Support Specialist from Junior Specialist.  The enlisted technicians often are not used to thinking of themselves as “Senior” anything, despite the fact that they meet the actual qualifications listed.  Being unsure of exactly what the job is only reinforces the idea that it’s safer to just stay put.

How then to tap into this talent pool?  It comes down to taking an agrarian approach, as opposed to the typical recruiter hunter/gatherer behavior.  You’ll need to grow your own candidates.

This can be done a number ways, including leveraging your current veteran employees.  New hires will likely still have strong connections within the military community for the first two to three years they are out of the service. Have your current veteran employees reach out to their peers and participate in efforts to market your organization and the specific jobs.

More and more active duty service members are also getting onto social media sites such as LinkedIn.  One of their biggest complaints, however, is a feeling that it is only useful for those actively seeking employment.  Your organization can offer a solution to this fallacy.

Establishing a company LinkedIn group that encompasses your current veteran employees and is also open to current service members can become an excellent opportunity to assist military cyber professionals in understanding the similarities and differences between their current positions with what they may do in the private sector.

The best part is, by establishing this group, you are also providing your organization with a steady stream of highly trained future candidates, each with positive feelings about your company. This should now be the first pond your recruiters fish in each time you have an opening.

Another possibility to develop relationships is through mentorship opportunities. If your organization plans on attending or hosting any professional events such as conferences, you can reach out to the local military installations (through their transition readiness office) and offer anything from a “get to know us” networking event to even sponsoring a service member or two at a local conference. Offering to provide payment of entrance fees and assignment of a current veteran employee to accompany the service member is great for both public relations, as well as future recruitment.

Idea’s like the ones above are relatively simple and are either free or have limited costs associated with them. The best part is that they work well in helping to bridge the culture gap between the military talent and the private sector.

Organizations that develop the reputation of being a resource for cyber talent while they are still in the service will position themselves to attract the best and the brightest service members once they decide to move on to the private sector.  In the end, it’s really a win-win situation.

Bob Wheeler is is a Certified Veteran Transition Coach and founder of BW-Personal Career Services in Jacksonville, NC. Follow Bob on Twitter @bwpcs.

This post originally appeared on ClearedJobs.Net. You can view it here

 

Filed Under: Uncategorized Tagged With: Bob Wheeler, Candidate Experience, Government Contracting, Hiring, recruiting, Veterans

Resume Reviews: Quantity vs. Quality

August 13, 2014 by recruitdc Leave a Comment

By Pete Radloff
“We are overstretched and understaffed as a recruiting team.”

Does this sound familiar? Likely. It’s a common feeling across many teams. Many times this has a direct impact on the “resume black hole” that candidates and “thought leaders” so often reference. But here’s a question to ponder: why are we so inundated if we only spend an average of 6 seconds on each resume? 

Here’s the alleged “magic math”:

There are 1800 seconds in 30 minutes. At six seconds per resume, that allows for 300 resumes. Now of course, we need to include some time for loading and closing files. We’ll call it 5 minutes, which is 300 seconds.  We’re now down to 1500, giving you the chance to review 250 resumes. Time saved! Whew, easy!

Nonsense. Much like the business model of the Ladders, it’s a nice theory, but in reality the application is severely flawed. So maybe it’s time to approach how to manage the flow with a different mindset. Maybe we’re focused on numbers too much. Maybe it’s not about “Can I get through a specific amount of resumes”? Maybe it’s about conducting resume reviews as quality reviews versus quantity reviews.

I know we’re all busy, but the reality of it is that we need to challenge ourselves to find 30 minutes a day to review the resumes we’ve got waiting in our ATS. We’ve already seen and tested the claims that you can manage all of your social media in 10 minutes a day, so what about resumes, in say… 30 minutes? Wait, 30 minutes a day for reviewing resumes? Yes, seriously.  You see, in reality, there are certainly resumes we’ll barely spend 4 seconds on…..let alone 6 (for me, it’s resumes that are bolded every 3rd word), but inevitably we’ll have resumes that intrigue us enough to even (gasp!) read the cover letter. Averages like the ones offered in these “magic bullet” theories are nice, but they don’t tell the whole story. Maybe we don’t get through 250 each day. Maybe it’s only 50-60. But that’s progress toward shrinking the number of folks feeling like they just tossed their resume into a black hole. And it’s dedicated time set aside to seeking winners in the pile, not slashing through stacks. Plus, what a nice, quiet way to spend that first cup of coffee.

But we must each challenge ourselves (and conventional wisdom) to carve out some period of time each day to review some of resumes we’ve got in front of us. We may not get to them all. But when they pile up unattended, quantity is about all you are left with.

We owe it to ourselves, and to our candidates. Even if we do give some people only six seconds.

Pete Radloff is a member of the recruitDC Board of Directors, and a recruitment consultant with comScore and exaqueo. You can connect with Pete on LinkedIn and on Twitter

Filed Under: Uncategorized Tagged With: Candidate Experience, Hiring, Pete Radloff, recruiting, resumes, sourcing

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