Optimizing the candidate experience has taken on a new urgency as employers realize a truism about top talent: they have many choices. They are contacted by recruiters all of the time. And, one of the key ways they decide among those alternatives is to evaluate their experience in each organization’s recruiting process.
Submitted by otavio on January 29, 2014 - 09:59.
Too many employers these days are wearing rose tinted glasses. They think their employment brand is what they say about their values, benefits and work experience. It isn’t. If you look at an organization through the critical lens of top talent, an organization’s brand isn’t words, it’s deeds.
Submitted by otavio on January 21, 2014 - 10:20.
In this season of football, basketball and hockey, there is a lot of talk about game changers – the individuals who, more often than not, spell the difference between victory and defeat. They are every team’s dream player and, in every other facet of the economy, they are every employer’s dream new hire. The goal of recruiting, therefore, should be to recruit more game changers than the competition.
Submitted by otavio on December 6, 2013 - 10:04.
Black Friday may now have slipped into Black Thursday, but for retailers, the essential experience remains the same. Either they see throngs of shoppers and achieve success or they see an empty cash register and struggle to survive. While the outcome is obviously influenced by the quality of what they’re selling, it’s the way those products are promoted that gets shoppers in the door. That’s a lesson we recruiters would do well to note.
Submitted by otavio on November 25, 2013 - 11:41.
A director of recruiting for a major employer made a bold statement the other day. She said, “I don’t care about source of hire.” Then, she went on to explain.
Submitted by otavio on November 8, 2013 - 10:46.
The conventional explanation for spending so much time and money on social media sites is that they are the best sources of passive, high caliber prospects. If, however, you’re looking for diversity in your candidate pool and for talent that is likely to be less expensive to access, you should consider a different and seldom celebrated cache of passive talent.
Submitted by otavio on October 18, 2013 - 09:03.
One of the biggest complaints among recruiters these days is the torrent of unqualified applications generated by their job postings. Most recruiters have neither the time nor, frankly, the patience to wade through a huge pile that shouldn’t even exist. What can you do if that’s your situation? Tap a familiar tool that has been disrespected for far too long: the auto-responder in your applicant tracking system.
Submitted by otavio on October 4, 2013 - 09:35.
Traditionally, the telephone pre-screen has primarily been used to verify the qualifications of candidates and determine if they should be invited for an on-site interview. The assumption behind this approach is that every applicant has already been sold on working for an employer. While that may be true for active job seekers, however, it’s not for most passive prospects. They need a new pre-screen pre-processor that continues to sell them on the opening and the employer.
Submitted by otavio on September 24, 2013 - 07:59.
Recruiting is an art, so it’s not only appropriate but essential that it be conducted in accordance with an aesthetic. Unlike a strategy or tactic, an aesthetic is neither a game plan nor a set of actions. It is, instead, a guiding principle that shapes the formation and implementation of strategies and tactics with a core value.
Submitted by otavio on September 6, 2013 - 09:44.
In his 2006 book Influence, Robert Cialdini identified six sources of persuasion. They are involuntary responses that come from deep within our psyche. While all can play a role in recruitment, one is particularly important in today’s hyper-social environment. Psychologists call it “social proof,” our predisposition to follow the lead of those we know and trust.
Submitted by otavio on August 9, 2013 - 10:03.