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5 Ways To Improve Your Recruiting Now

http://www.peopleops.com/

Jonah Manning is the Founder of PeopleOps. Prior to launching PeopleOps, Jonah has had the privilege for sourcing for leading organizations like Google, BEA Systems, Red Hat, Juniper Networks, and countless others. In addition to PeopleOps, Jonah is also an active angel investor.

AUTHOR PAGE:Jonah Manning

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Be Authentic………………….….…4 Improve Candidate Engagement……...8 Don’t Be a 1 Trick Pony………….…....11 Stop Wasting Time On……….……..….14

Make Sure You Cover The Basics……….16

TABLE OF CONTENTS:

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Our grandparents are probably better equipped then we

are with where engagement is going as a culture. The way they built businesses with a long view, treated their customers the same as a friend (because they were), and worked hard because it was the right thing to do.

That gave way to the era of convenience. Reduced pricing meant reduced costs which meant reduced services. We

as purchasers were ok with that. This is when the culture of “I’m just looking” began.

CHAPTER 1:Be Authentic

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The back story…

This scenario also happened to some degree with recruiting, it just lagged the general consumer market...as in most cases. As recently as the last decade the shift away from traditional news paper job post recruiting, to the proliferation of online job boards.


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The same candidates that used to get 14 ofers a year are now getting 14 ofers a day.”

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With tools like Linkedin Recruiter, any sourcing ‘hack’ out there can fnd in minutes what used to take hours. For years it seemed “stack it high, let it fly” recruitment marketing was here to stay and candidates for the most part were relegated to applying to the black hole of online job applications. This

looked great on the surface but now engaging the candidates, at least the top candidates, has become increasingly harder.


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Candidates became easy to find…. The next problem arose. Engaging the candidates.




A way to combat this immediately is:

Use BUZZWORDS in the title that emphasize the value of your offer. Examples include adjectives like “world class,” “dynamic,” or something cool like “linchpin.”

Keep your format CONSISTENT so that you create a mental model for readers and enhance their understanding of your company and the job opportunity.

Lower the barrier of entry. Don’t try to close a candidate from an initial message. Your goal should be to simply get a “yes I would like to talk.”


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Kill the Stogy Job Description

Its perfectly understandable due to many levels of

regulation that job descriptions have to be fairly sterol. Who says you cannot have the offcial job description but

your “marketing language” can’t be livened up a bit. Look at how copy is written for consumer facing companies like Groupon and Fab.com…they have great copy around items that already have inherent value. They do this

because it makes the marketing stickier… if you read

something witty you have a far greater chance of remembering it.

CHAPTER 2:Improve Candidate Engagement

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Tracking SAAS companies. I am referring to a real community… very similar to your own personal LinkedIn, Facebook, and twitter community. If you can create compelling content and contribute to the audience you are trying to build community on a 10:1 ratio (give 10 times for every 1 referral


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Create talent communities

What I refer to as talent community is NOT the same as you see often peppered in language sold by Applicant

requested) you have a great chance driving great candidates off the benches and into your company.




Your hiring manager is a wealth of potential content. Hopefully they have an interesting take on what makes working at your company unique, compelling, and rewarding. Capture this in whatever medium your most comfortable. Not a writer, do a video blog. Don’t like the camera, do an internet radio show. The idea is to be able to glean the culture to the candidate. Sometimes a cultural ft means even more then skill level to an organization.


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Original Content Around Your Opportunity




CHAPTER 3:Don’t be a one trick pony

When your Linkedin InMails run out, your inbound applicants just are not cutting it, and you need some additional resources to try and find candidates, here are a few ideas to try that just might help you fnd some great people.

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AOL’s About.me is a free service that lets people create eye pleasing, single page web bios about themselves. This is also a great site to fnd people that are easily contactable for recruiting purposes. If you are using a tool like TalentBin or Remarkablehire they are probably already scouring About.me for results, but here is how to do it manually.

About.me


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I do not understand why more recruiters and sourcers are not spending more time where their candidate’s eyeballs are every single day. Most recruiting eff orts on Twitter are about pushing job posts hoping for interest. For sourcing, Twitter is more of a listening tool. Using search.twitter.com you can fnd people talking about topics you are recruiting for. Sure you have to flter through job posts but there are

some great candidates there.

Twitter

Also, Twitter response rate from candidates are akin to Linkedin back in 2006 when everyone replied to an inmail.





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A couple quick tips on locating candidates quickly on Twitter:

•Search profle data via Google or twitter application tools such as TweetAdder .

•Search within conferences. Most conferences will have an associated hashtag with it, such as #sxsw. Especially when you look at more focused conferences the people referencing these hashtags are probably within the industry and at least have networks worth of looking through.

•Run Twitter & Linkedin parallel. Lots of Linkedin profles have their twitter accounts listed. I recommend following them and waiting for a follow back so you can direct message them versus publicly reaching out to candidates.

…Twitter




Redesigning Your Talent or Careers Page ‘Just Because.’

Employer job and career pages are the hub for driving online applicants. Shiny new, and

sometimes seemingly ‘hip’ recruiting tactics. How cool your branding looks and how sophisticated your follow along advertisements are doesn’t matter. What DOES matter is how many QUALITY candidates your job page generates. Redesigns without a clear candidate generation improvement goals are pointless.

CHAPTER 4:Stop wasting time on…

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Obsessing Over Meta Descriptions.

In the early days of search, making sure your job postings had well-written meta data was the key to ranking well in search engines. This is not the case any longer. Its more

important to focus on building authentic communities that will provide referrals, retweets, and inbound links that give your jobs weight and authority for search engines but more importantly great candidates are not searching job boards for their next gig… but they might reply to a friend that pushed them your tweet.

Constantly Pushing New Job Posts.

Pushing out your job posts is one of the most important aspects of talent attraction. Too many companies however overdue it and automate every requisition being pushed out to its social graph. If you MUST do this, at least set up a separate handle just for jobs and do not push it over your main recruiting handle. Also, its more eff ective to refrain from auto-publishing and allow hiring managers, sourcers, recruiters, and other stake holders in the search to push it out.




YOU MUST have a clear blue print of your search. Years ago, real estate investors often would say “you make your money when you buy.” The same is true for sourcing, you make your placement in the intake session. If you skip this step you are in for an uphill battle from the beginning. Its important to set the job description aside and get to the bottom of what the hiring manager is REALLY looking for. While culture is important, hiring managers will often try to give you must have’s that are soft skills. Try to make sure your hot points are easily quantifable, hard skills. Also, try to avoid common mistakes like really testing how high they will go with compensation, if its too low, or if the role will likely require relocation.

CHAPTER 5:Make sure you cover the basics

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Create a Game Plan. Now that you have a blue print and a solid understanding of both WHAT the hiring manager is looking for moreover a grasp of WHY this person is needed for the organization you can put together your sourcing strategy. Given there are about 20~ working days in a month, a 20 day plan is probably a good place to start. Make sure you set aside 1 hour a day for social media outreach around this search.

6 Must Haves

Scorched Earth. While there are many (including myself) that agree that outbound sourcing is getting a diminishing return compared to just 24 months ago due to the sheer visibility of candidates its still the best way to quickly get candidates in process. Keep your search strings tight and crank out 500-1000 contacts. Email, inmail, phone, twitter (DM’s only), etc. Whatever your medium of choice is. Its important to get this effort cranked out in the frst 72 hours of the process started. If you focus, you can crank through 1000 contacts in 2 business days no problem.Control The Candidate Ecosystem. Make sure your message is not only being directed to candidates directly but indirectly. If you are not already contributing to groups, blogs, and online communities in the verticals your recruit in, now would be a good time to start. Do not just repost content from other sources. Even if you have to evergreen (repurpose) the content, give it your own personal touch. Make sure your profle within the communities makes it easy for candidates to reach out to you if they are interested.


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Jab, Jab, Jab, Punch. Remember when recruiting within communities to not push an opportunity unless you have invested in that community. This is where the evergreen or original content comes in. Its important that the community you are interested recruiting from knows you are a genuine member and is not just trying to poach.

Hiring Manager Buy In. One of the worse things to happen to a sourcer or recruiter is to watch their hard work and great candidates pushed aside because a hiring manager is unresponsive or cannot make a frm decision on what he or she wants. This is why a solid intake/blueprint session is so critical. It allows the sourcer or recruiter to hold feet to the fre when it comes time to make an offer. Its important to spend some time keeping the hiring manager involved in the process. Its amazing how much a two line email at the end of each day will do to keep your hiring managers in the know. In fact, your greatest source for evergreen content and to recruit the most stubborn of passive candidates is your hiring manager.


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These ideas still have you scratching your head? Let us clear it up for you…

PeopleOps has mastered the art of authentic talent acquisition. We have found through years of testing what we feel is the most genuine and effective method to fnding quality candidates.

For more information now on what we do. Check out our

Feature Overview.


Our Feature Overview “deep dives” into each aspect of the PeopleOps process. We break down each step of our process to show the value in what it takes to be authentic.Whether your scaling your staff or refning the quality of employees in your organization, we can help, authentically.

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Click The Pic To Download Our Feature Overview




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If you’re interested in improving your candidate sourcing processes, request a custom demo of the PeopleOps beginning-end sourcing solution.

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