Recruiter Tips

The International Association of Employment Websites is pleased to provide the following free information as a service to employers and recruiters worldwide If you would like to receive future recruiter tips directly from their author, IAEWS Executive Director Peter Weddle, click here to sign up for his free e-newsletter. Select WEDDLE’s Newsletter for Recruiters in the drop-down window.

A Seldom Celebrated Cache of Passive Talent

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.

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Submitted by otavio on October 18, 2013 - 09:03.

The Disrespected Auto-Responder

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.

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Submitted by otavio on October 4, 2013 - 09:35.

Rethinking the Telephone Pre-Screen

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.

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Submitted by otavio on September 24, 2013 - 07:59.

The Recruiting Aesthetic

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.

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Submitted by otavio on September 6, 2013 - 09:44.

Persuading Top Talent

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.

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Submitted by otavio on August 9, 2013 - 10:03.

The Employment Brand That’s No Brand At All

Employment branding gets a lot of coverage both at recruiting conferences and in recruiting publications.  Despite the interest, however, most employers don’t have an employment brand.  They either can’t be bothered or the brand they do create doesn’t say anything memorable.  As a result, they are a faceless organization, and that vacant expression becomes their image in the job market.

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Submitted by otavio on July 24, 2013 - 13:21.

Recruiting Under the Dome

The new CBS series Under the Dome explores what happens to the people of a small town when they’re completely cut off from the rest of the world.  It’s a tale of endurance and intrigue, and a happy break from summer reruns on the network channels.  For recruiters, however, it’s also a guide to how best to implement post-social recruiting, the next stage in using the Web as a social medium for talent acquisition.

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Submitted by otavio on July 10, 2013 - 09:57.

The Most Unpopular Term in the Job Market

Amidst all the talk about optimizing the candidate experience, one topic has been all but ignored.  The vocabulary we use has a significant impact on the perceptions of those we are trying to recruit.  And, one term, in particular, is widely used, but conveys a message that distresses some prospects and repels many others.

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Submitted by otavio on July 1, 2013 - 08:13.

Take Your Best Shot First

Passive, high caliber talent have the attention span of a gnat.  Such peak performers are interested in career advancement opportunities, but they’re totally uninterested in reading about them.  How can you hang onto them long enough to pique their curiosity about your opening?  Take your best shot at the very beginning of your job posting.

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Submitted by otavio on June 7, 2013 - 08:10.

Job Postings That Seduce Top Talent

There are just five rules to writing a job posting that will seduce even the most passive high caliber candidates.  They are the key to successful recruitment advertising, whether you’re posting your openings on a job board or a social media site, on a large and globally recognized site or a smaller, niche site with a particular specialization.

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Submitted by otavio on May 20, 2013 - 08:53.

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