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Recruiting: It's Not All In The Name

July 30, 2014 by recruitdc Leave a Comment

By Derek Zeller

It’s true. In fact there is an interesting perception that because you’re big, you are better. Everyone wants to work for you.  Who wouldn’t want to work at Google, Amazon, and Apple?  Apparently there are a few.  How can I back up this statement?  Well, in my best Jim Carey voice “LET ME SHOW YOU SOMETHING!!”

The reason I know this is that ALL these companies have recruiters, ALL of them.  Now why would that be? They have a great brand, everyone knows who they are. Why do you need recruiters? You need them to get the people.

Although they know of you, they are:

1)      Afraid of the machine

2)      Wary of the process

3)      Been burnt before

4)      They just aren’t that in to you

We are the agents of the company we work for. We are RECRUITERS. The very definition of recruit is “someone who supplies members or employees”.  Having a big name may be part of the picture but relying on it is silly. We need to, yes I am going there, SELL our company to the candidate.  I know there will be multiple postings on recruiting is not sales etc. but get over it. It just is. I know that a stellar candidate is going to be chased after by Google and Microsoft.  Both great companies so who wins?  IMO the company with the better recruiter does.  I know, I know, there are many variables but at the end of the day the recruiter is the final voice the candidate hears and trusts. If you were doing it right, you were closing them from the very beginning.

I don’t recruit for a large company.  I recruit for a medium sized Government contractor in DC.  I recruit for some of the most difficult to find, capture, and retain talent in the world.  These folks are Cyber and IT and all have clearances.  There are a lot of “Big Boys” here Lockheed Martin, Boeing, General Dynamics, etc.  They all have a brand. They are all well known.  I compete against their recruiters with 10 times the budget that we have and guess what? I beat out the big companies almost every time when it comes down to winning the talent. Why?  I SELL my company with all that I have to get these folks. My method is simple. I know what they do. I listen to what they want. I make the match.  I pre-sell the opportunity and am listening to them all the way through the process. I don’t rely on a “Big Boy” reputation with the arrogance that they MUST want to work for my company because blah blah blah.

This rant is really for my brothers and sisters in the corporate world and was not written to chastise you or your company. In fact a few folks, Amy Ala, Cathy Anderson, and Will Thompson are some of the most passionate and talented recruiters I know. They work for large very well-known companies and they use that to their advantage. They never take it for granted and neither should you. No matter who you recruit for do it with passion. Do it with honesty and credibility. The candidate will know it. #truestory

Derek Zeller is a Senior IT Recruiter with ARTI, Inc. You can connect with Derek on LinkedIn or Twitter

Filed Under: Uncategorized Tagged With: Candidate Experience, Derek Zeller, employment branding, Recruiters, recruiting, sourcing

Job Postings Are Not Dead – Part 2

July 21, 2014 by recruitdc 2 Comments

By Ben Gotkin

Somewhere along the line, recruiting technology became ‘self-aware’, allowing organizations to mindlessly post all of their jobs to job boards globally, big and small.  It was in the late 90’s and it was pegged as the solution to our sourcing challenges.  For the first time ever, candidates could ‘easily’ and quickly apply online for just about any job.  In fact, they could apply to multiple jobs with a click of a button.  It was supposed to make life easier for all of us, instead it caused massive congestion in the system and a poor experience for all. [Read more…]

Filed Under: Uncategorized Tagged With: Candidate Experience, employment branding, job boards, job postings, recruiting, sourcing

Job Postings Are Not Dead, Despite Zappos Claim

June 9, 2014 by recruitdc Leave a Comment

By Ben Gotkin

Every now and then, a high profile company does something so ground breaking, unique or radical in their talent management strategy that everyone takes notice, often resulting in the question, is this a new trend? Is ___ dead? For example, when Yahoo! announced the end of telecommuting for their employees, pundits questioned whether the practice as a whole was coming to an end. That was ridiculous of course, as it was a decision made by one company for valid reasons that applied to their own situation.

The latest company to do something dramatic at this level was Zappos, when they announced recently that they would no longer use job postings as a part of their recruiting process. This story captured national attention with articles in the Wall Street Journal and Washington Post. A big, bold move indeed, and one that was probably bound to happen at some point somewhere. But does this spell the beginning of the end for job postings? [Read more…]

Filed Under: Uncategorized Tagged With: Ben Gotkin, job board, job posting, Job Search, recruiting, sourcing

recruitDC Spring 2014 Speaker Feature: Matt Grove

May 12, 2014 by recruitdc Leave a Comment

Matt Grove Final_v1Hello RecruitDC! I’m excited to join you on May 22nd where we’ll talk about a unique approach to one of the biggest challenges confronting Talent Acquisition in 2014: How to cut through the noise and engage with passive candidates.
This is a challenge we see in every location and industry, and it’s easy to see why. Candidate data is more available than ever before. In-demand candidates are inundated by recruiting requests. And even with all this attention, many top candidates don’t feel they get value from their recruiter interactions. (In fact, many say they cringe when recruiters call them.) [Read more…]

Filed Under: recruitDC Events, Uncategorized Tagged With: Candidate Engagement, Matt Grove, Passive Candidates, recruitDC, recruiting, sourcing

Poll Results: Is It OK To Contact Candidates At Work?

May 8, 2014 by recruitdc Leave a Comment

Two weeks ago, we decided to ask you, the recruiting audience, about how you felt about contacting candidates via email at their work address. There was enough chatter in the recruiting arenas about the subject that we wanted to know what you think. Thanks to all those that responded, we appreciate your input.
The Results

In total, we had 45 respondents weigh in. Over 70% of those who voted were open to emailing candidates at work to make first contact. Within that number, 31% of recruiters thought that it was permissible, but only if all other avenues had been exhausted already. About 30% of those who voted were definitively opposed to making first contact at the candidate’s place of employment. [Read more…]

Filed Under: Uncategorized Tagged With: Candidate Experience, candidates, email, Poll, Recruiters, recruiting, sourcing

recruitDC Poll: Should Recruiters Contact Candidates Via Their Work Email?

April 23, 2014 by recruitdc 6 Comments

There has been some discussion in the recruiting community over the last few months about the best way recruiters should reach out to candidates. You can read a sampling of the articles here.
With the wide array of tools like SellHack, LinkedIn, Entelo and TalentBin available to recruiters and sourcers today, we wanted to know what you think.  Do you take whatever info you can get and make your move from there, or do you work to dig for more personal contact info. With the price of some sites today, gathering whatever information that you can – at a low cost – can be an appealing option.

What are your thoughts on emailing candidates at their work email address? Feel free to leave us some comments on why you voted the way you did, and what other things have worked for you.  We’ll compile the results and have a follow-up post to share them, along with any interesting comments readers share!

[polldaddy poll=7987294]

Filed Under: Uncategorized Tagged With: entelo, LinkedIn, Recruiters, recruiting, SellHack, Social Media, sourcers, sourcing, TalentBin

Don't Blame Your ATS – A Movement

April 10, 2014 by recruitdc 10 Comments

By Ben Gotkin
I’m starting a movement, will you please join me.  Far too much over the past several years, a certain inanimate technology has received a lot of grief, being blamed for everything from black-holes to being completely useless.

In the past 6 months, I have heard at major conferences that “We need to get rid of our ATSs and get back to paper” and in articles that “ATSs are where candidates go to die”.  The truth of the matter is that it’s not the ATS, it’s you.

 

[Read more…]

Filed Under: Uncategorized Tagged With: ATS, Ben Gotkin, Candidate Experience, recruiting, sourcing, Systems, tools

Fast and Furious – Social Media Tools from recruitDC's Fall 2013 Event

December 17, 2013 by recruitdc Leave a Comment

Our Fast and Furious Social Media session at the Fall 2013 event was a huge success! But with 60 tips in 60 minutes, it was a lot to digest! Fear not, we’ve got you covered.  Below are all the tools that our Super Ladies of Social Media shared with the audience that you can use to augment your social media toolkit.

  • The main social media platforms that were weaved into the presentation were: LinkedIn, Twitter, Facebook, Instagram and Pinterest.
  • For social media application management, take a look at: Hootsuite, Tweetdeck, BufferApp or SocialBro.
  • Also suggested is leveraging Tumblr for posts for a blog and Instagram
  • To stay current with key topics, take a look at Google Alerts to build content to share with your communities.
  • If you are sourcing for designers, you may want to look at Dribbble which is similar to Github.
  • To manage messages and follow hashtags in Instagram, check out http://statigr.am
  • Are you looking to do sourcing in Twitter? Try FollowerWonk.
  • If you are posting jobs on Instagram, take a look at InstaJob to jazz up your posts and track your engagement.
  • On Twitter, be sure to create Twitter Lists to help keep track of your community.
  • Hoover’s Mobile App!
  • Use Slideshare to repackage your content and you can embed your YouTube videos!
  • Fun and easy music videos with Animoto create an impact.
  • Videos for Instagram are made with Zoomforth.
  • Flixel creates a video ad.

Have fun and remember when creating social media profiles to use your name not your employer’s. If you use your employer’s name in the social media platform, they are the owner of the followers.

 

Filed Under: Uncategorized Tagged With: Facebook, Instagram, LinkedIn, recruitDC, Social Media, sourcing, Twitter

Super Girl Power – Looking Back At recruitDC

December 16, 2013 by recruitdc Leave a Comment

By Kerry Noone
UntitledI have an image similar to this on my bulletin board above my desk and much to my surprise every time I look at it I am able to take a deep breath and remember I am human.  It’s a simple reminder that I am only one person and I can only do so much even when it feels like I have a “to do” list that will run me into retirement.

Like you, I have limited resources.  By resources I don’t just mean time and money, I also mean content, creativity, patience, and motivation. To me, social media is like laundry.  There will always be another pair of socks to wash, dry and fold.  Managing a brand – whether a corporate brand or your personal brand – is never ending.  There is no finish line. There is always something more to mange especially when you’re using social media to connect with candidates.

When I was asked to participate in #recruitDC I said, “YES” even before I knew how I might be able to participate. In all honesty, recruitDC is the one conference I have been to multiple years in a row and have left a better person each and ever time.  Too dramatic?  I think not. I like social media… a lot.  But, I love my family more. And as a team of one, I love (love, love love) learning about new tools or tips that will help me manage the day-to-day activities so I can enjoy my family. I learn something new every time I attend a recruitDC event. A tip here, a tip there… it adds up!

#ICYMI: A recap of the 60 Fast & Furious Tips for using Twitter, Instagram, Pinterest, Facebook, Quora, and Linkedin as presented at recruitDC last month.  It was honor being a part of this rock star (all female) panel!

1. Be gradually active. Select one social media channel at a time and check in at least once daily #recruitDC  via @francescapalmer Click to tweet!

2. One size does not fit all. Know which Social Media sites are right for your business #recruitDC  via @EngilityCorp Click to tweet!

3. Cultivate your own voice. Human touch will drive engagement and help your followers actually get to know you #recruitDC  via @ACD20 Click to tweet!

4. Say it with pictures. People love pictures #recruitDC  via @hbienia Click to tweet!

5. Utilize tools to schedule posts. Leverage tools to promote your brand, schedule posts, manage accounts #recruitDC  via @francescapalmer Click to tweet!

6. Pre-schedule but be mindful. Don’t be afraid to schedule tweets. Delete scheduled tweets during a crisis #recruitDC  via @KerryNoone (hey, that’s me!) Click to tweet!

7. Have a cohesive look.  Avoid the 3 faces of Eve. Look the same across all social spaces #recruitDC  via @ACD20 Click to tweet!

8. Collect and cultivate content. Subscribe to industry Newsletters to capture content of interest to your audience #recruitDC via @hbienia Click to tweet!

9. Embrace hashtags. Consider the keywords your audience may use in their job search #recruitDC  via @francescapalmer Click to tweet!

10. Make Tweets and Posts Shareable. Leave enough characters to encourage retweets #recruitDC  via @yesitskathleen Click to tweet!

11. Include call to actions when sharing content in order to gauge engagement #recruitDC  via @ACD20 Click to tweet!

12. Make it easy for candidates to find you. Claim your user name in advance try namechk.com to check availability #recruitDC  via @kerrynoone Click to tweet!

13. Be prepared for people to recognize and approach you when you are offline #recruitDC via @EngilityCorp Click to tweet!

14. Create google alerts to have content fed directly to your inbox. Create Inbox Folders for those Alerts #recruitDC  via @francescapalmer Click to tweet!

15. Encourage brand ambassadors. Provide easy to follow guidelines & empower & encourage employees #recruitDC  via @KerryNoone  Click to tweet!

16. Try #Dribbble for Designers a platform for candidates to showcase their talents  #recruitDC via @ACD20 Click to tweet!

17. Pay it forward and remember to have a “What Can I Do For You” attitude #recruitDC  via @francescapalmer Click to tweet!

18. Keep your Linkedin contact organized for easy communication             Tag your connections for easy communications #recruitDC  via @hbienia Click to tweet!

19. Search hashtags using statigr.am Credit others posting team/culture photos using the app #InstaRepost #recruitDC via @kerrynoone Click to tweet!

20. Try followerwonk.com to connect with your followers by location and keywords #recruitDC  via @ACD20 Click to tweet!

21. Use #Instajob app to increase engagement on instagram and jazz up your jobs posts #recruitDC  via @kerrynoone Click to tweet!

22. Be sure to promote links to your social media profiles so your target audience can find and connect with you #recruitDC  via @francescapalmer Click to tweet!

23. Personalize your Pinterest Boards (ie. “words of careers wisdom,” interview fashion, recruiter profiles) #recruitDC  via @kerrynoone Click to tweet!

24. Create Your Own twitter lists to manage sources and follow others #recruitDC  via @yesitskathleen Click to tweet!

25. Use #Quora for learning more about topics you’re interested in and find the leaders in those areas #recruitDC  via @ACD20 Click to tweet!

26. Social Media is a Two Way Street. Allow visitors to share opinions on your social media sites #recruitDC  via @EngilityCorp Click to tweet!

27. Use Hoover’s mobile app to source candidates #recruitDC  via @hbienia Click to tweet!

28. Make a bigger impact on Facebook- current algorithm prefers posts with photos or video over links or text #recruitDC  via @ACD20 Click to tweet!

29. Take advantage of peak sharing times on social media #recruitDC  via @EngilityCorp Click to tweet!

30. Use Facebook Graph + Like feature to find prospects who could be a cultural fit for your organization #recruitDC via @hbienia Click to tweet!

31. Leverage #GitHub to learn more about how best to connect with candidates #recruitDC  via @ACD20 Click to tweet!

32. Repackage content on Slideshare to help explain simple or complicated topics #recruitDC  via @yesitskathleen Click to tweet!

33. Social media is not just prospecting, you need to build a relationship first Casting a wide net #recruitDC via @EngilityCorp  Click to tweet!

34. Create music videos with #Animoto. It’s fun to share quick ideas #recruitDC  via @yesitskathleen Click to tweet!

35. Target followers with lists to avoid overwhelming candidates with #TMI on various platforms via @francescapalmer via @ACD20 Click to tweet!

36. Interact with Your Audience in order to build trust. Ask and questions, retweet/share, follow those who follow you #recruitDC  via @francescapalmer Click to tweet!

37. Identify relevant industry conferences; then network with the Speakers/Presenters/Keynotes #recruitDC via @hbienia Click to tweet!

38. Embed YouTube videos in Slideshare and provide an easy share format #recruitDC via @yesitskathleen Click to tweet!

39. Think globally. If you’re doing a campaign that’s global, you may need to run two campaigns #recruitDC via @Jessica_Lee Click to tweet!

40. Create videos for Instagram try #Zoomforth to create short videos of people at work #recruitDC via @kerrynoone Click to tweet!

41. Develop your ROIs. Make sure you track your sucesses! Even the little ones make a huge impact #recruitDC via @celindaappleby  Click to tweet!

42. Doing incentive promotions to liven up campaigns. Remember channels have rules for how to do promotions #recruitDC via @Jessica_Lee Click to tweet!

43. Investigate New Social Media & How To Integrate It i.e. try Flixel for video ads #recruitDC via @EngilityCorp Click to tweet!

44. The pinch and squeeze is not fun. Is your social accessible via mobile? #recruitDC via @Jessica_Lee  Click to tweet!

45. Use the rule of thirds in social media: 1/3 sharing own content, 1/3 RTs & 1/3 should admin tasks #recruitDC via @ACD20 Click to tweet!

46. Always think mobile first in doing social media #recruitDC via @Jessica_Lee Click to tweet!

48. You will have mistakes. It’s OK to walk away from a post or a campaign that you thought would be amazing #recruitDC via @celindaappleby  Click to tweet!

49. Understand your reach and scale – i.e. Facebook content typically only reaches 16% of the intended audience. Scary! #recruitDC via @Jessica_Lee  Click to tweet!

50. Response times matters. Operate on a 24 hour response time w/ social comments – even the negative ones #recruitDC via @celindaappleby  Click to tweet!

51. Be transparent in your #socialmedia conversations. Don’t be tempted to delete or hide comments you don’t like #recruitDC via @Jessica_Lee Click to tweet!

52. Use a tool like #QueSocial to give your content further reach and empower your recruiters #recruitDC via @celindaappleby Click to tweet!

53. Test content with metrics to the responses, views, likes, engagement learn what matters #recruitDC via @yesitskathleen Click to tweet!

54. Understand the mobile experience – test to see what candidates will see – you may be surprised #recruitDC via @Jessica_Lee  Click to tweet!

55. One post can get “lost” but 2, 3, 4 or 5 will be grouped together and peak interest #recruitDC via @kerrynoone Click to tweet!

56. Your Audiences Grow Up – pay attention to what #socialmedia tools your audience is using #recruitDC via @yesitskathleen Click to tweet!

57. Promote Others… Give Shout Outs to encourage engagement #recruitDC via @hbienia Click to tweet!

58. Don’t get sloppy. Punctuation matters – you’ll be more likely to have people share your content #recruitDC via @ACD20 Click to tweet!

59. The power of a phone call or handwritten note is still very powerful! #recruitDC via @EngilityCorp Click to tweet!

60. Always thank your audience! #recruitDC via @francescapalmer           Click to tweet!

And, I have one last tip to add to this list of 60 above.  Use Click to Tweet to add links to encourage easy content sharing.

Kerry Noone is Employer Brand Program Manager at Amtrak. You can follow her progress on Twitter @AmtrakCareers as she develops this new talent community for job seekers in the railroad industry or @KerryNoone as she continues to build her personal brand.

 

 

Filed Under: recruitDC Events Tagged With: employment branding, Fast and Furious, Kerry Noone, recruitDC, Social Media, sourcing

The Art Of Recruiting

November 18, 2013 by recruitdc Leave a Comment

By Gary Cluff
S-E-A-R-C-H  – – – that’s we all say we do. Well, nowadays, some of us do, but others of us only play a part in the total effort. To truly be an effective, full-cycle recruiter, you must do it all.

S is for Sourcing. This is where it all starts. Reaching out, building a talent pipeline of those skills in demand within your organization or among your clients.

E is for Engagement.  Once you find where they are, you have to establish a relationship with them, learn what they are interested in, and create an  ongoing line of communications with them. Candidate Relationship Management (CRM) begins here.

A is for Attraction. Here is where Branding becomes important. Your organizational image, reputation, and accessibility (do I hear Mobile?) come into play.

R is for Recruitment. You found them, you engaged with them, and got them interested in being considered for employment opportunities with your organization. As the match-maker, you put them in front of the managers and professionals who you trust will effectively screen and sell them on a specific job or function within your organization.

C is for Closing. Throughout the process, you have tested the continuing interest and concerns of the candidate to ensure that if and when an offer is made, the probability of an acceptance is very high. We all know, it is not just about the money. It is the recruiter’s job to advocate for both the employer and the candidate. To do so, you must know the needs and expectations of both parties – – intimately.

H is for Hiring. Getting the new employee to the door completes the recruitment process. But the engagement and retention process often needs a trusted partner who can help overcome some of the early hurdles which can impede effective assimilation into the organization. The Recruiter is often the best person to be that partner for the first 90 to 180 days.

Gary Cluff is the Corporate Recruiting Manager for MITRE Corporation in McLean, VA.  He is best known for being the founder of Project SAVE (the Staffing Alliance of Virginia’s Employers), a free recruiters’ network with over 850 members in Virginia, Maryland and the District of Columbia. He also is a founding board member of recruitDC, and a past board member of WTPF and the Employment Management Association.  He is a proud graduate of Penn State University and veteran of the United States Air Force.

Connect with Gary at gcluff@mitre.org or on LinkedIn

Filed Under: Uncategorized Tagged With: Closing, Gary Cluff, Hiring, recruiting, sourcing

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