Category: Recruiting Trends


How Social Media Can Impact Your Recruiting Strategies

January 15th, 2017

Acquiring the right talent for any position can be challenging. Often, finding that one person who fits the role just right is critical to the success of a project or position within the company. Fortunately, today there are many avenues for researching and recruiting the qualified candidates. In the ever-changing world of social media, new recruiting strategies are surfacing. If you are not currently utilizing social media as a tool for talent acquisition, it is time consider a shift in your position because whether you like it or not, the odds are good that social media will have an impact on your ability to acquire the right talent before someone else does.

The Power of the Big Three in Social Media

LinkedIn, Facebook, and Twitter are still going strong as social media powerhouses and can be used to your advantage when searching for talent and creating a strong brand image for your company. If you are not currently using these, you may be missing out on numerous talent acquisition opportunities. LinkedIn provides access to a large group of professionals and networking opportunities. Its matching algorithms will even provide suggestions for potential employees based on your activity on the site.

While LinkedIn is the most popular for recruiters, Facebook is still the largest social network on the planet. With the volume of people who use Facebook and its powerful built-in search engine, called the Graph Search, you can source candidates who have a specific educational background, work experience, post content that you find of value to the position, and even uncover candidates who work for competing companies.

Twitter is the most underutilized of the big three. If you can take advantage of this powerful tool for talent acquisition, then you are ahead of the game. First, over half of all job seekers use Twitter for researching company profiles, so it is crucial that your company is well represented. While many job-seekers are interested in applying for tweeted employment opportunities, not many companies consistently tweet these openings. If you are not currently utilizing Twitter, it is time to start.

Social Media Platforms Can Propel You Ahead of the Competition

Not only are the endless opportunities to explore and discover candidates through the big three, there are many other less common platforms that should also be considered in recruitment strategies. Some may be specifically geared to certain types of candidates or skills. By learning and utilizing these, you may discover many opportunities that others have not yet explored, giving your company an advantage over most.

Do you need help navigating the world of social media for talent acquisition? Give us a call at (877) 746-8450.

Please Stop Writing about Millennials in the Workplace

June 15th, 2016

Millennials chatterIn five years, a majority of workers will be Millennials. Boomers are retiring or being replaced at a rapid pace of 10-13,000 per day! Everyone talks about how Millennials are going to change work for the rest of us. They have. But the change started long before they came on the scene in large numbers. The only point that matters is that many of us want to work differently. And have been working on it since Millennials were born.

Smart businesses have realized that most of us don’t work for a paycheck. We work for a purpose. Which is why so many of us care about working some place that has a mission!

They say Millennials only care about their growth and new skills. Haven’t we all grown tired of video games and smoothies at work? Food and tchotchkes barely, if ever, really mattered that much compared to how much I liked my job. But, chances to have new experiences? Lead new projects. Learn new technologies. That is what real talent has always wanted.

Nobody can lead like a 5 star general anymore. Command and Control is dead. Communication and ideas must flow freely. And decision making is distributed and pushed out to the front lines, putting decision makers much closer to the customer. This is not new, this is 20 years in the making kind of stuff. Millennials (and the rest of us) want leaders that can coach too and value our whole selves. So please, stop writing and talking about Millennials in the workplace. We get it, there’s a lot of them.

The Many Names of a Talent Acquisition Professional

June 8th, 2016

titles-for-talent-acquisition-professionalAs we discussed last week in What is the Job of a Talent Sourcer?, the world of talent acquisition continues to evolve and with it, so do the roles of recruiting professionals. While the titles themselves don’t really matter, it’s important to clearly define roles within your internal recruiting department. Who does what? When & how often? How do you communicate and coordinate as a team? When building a talent acquisition team, clear allocations of roles & responsibilities is crucial.

But back to the many job titles of a recruitment professional — to prove to you just how many options there are we brainstormed as many names as we could, not including level and geography denotations like “junior” or “regional.” You can also add many more dimensions by adding specific functional recruiting like “technical/IT” or “marketing” and industries like “life sciences” or “healthcare” to define the types of roles and sectors the recruiting professional works with. We excluded words & phrases like “contract” “part time” or “remote”, which do play large part in talent strategy but add too many possibilities to the list. Finally, you can also get pay homage to your culture with creative adjectives like “Off-centered Recruiter” or “Rockstar Recruiter” so we left those out too.

By the end of it, we came up with 154 titles for talent acquisition professionals. Are we missing any? As social media and drip marketing evolves, we are on the look out for new roles & titles that specialize in new sourcing channels in candidate communications/engagement. Comment below if you have a title to add!

  1. Campus Recruiter
  2. Campus Recruitment Manager
  3. Candidate Attraction Specialist
  4. Candidate Attraction Specialist
  5. Chief People Officer
  6. Chief Talent Officer
  7. College Recruiter
  8. Contingent Workforce Manager
  9. Contract Recruiter
  10. Corporate Recruiter
  11. Corporate Recruitment Lead
  12. Deputy Head of Recruitment
  13. Direct Recruiter
  14. Direct Recruitment Specialist
  15. Director – Executive Recruitment
  16. Director – Strategic Resourcing
  17. Executive Recruiter
  18. Executive Recruiting Leader
  19. Executive Recruitment Manager
  20. Executive Search Lead
  21. Executive Talent Acquisition
  22. Executive Talent Sourcing Manager
  23. Experienced Hire Recruiter
  24. Experienced Hire Recruitment Manager
  25. External Candidate Developer
  26. Global Graduate Resourcing Manager
  27. Global Program Manager – Employer Branding
  28. Global Talent Selection Manager
  29. Graduate Recruiter
  30. Graduate Recruitment Advisor
  31. Graduate Recruitment Manager
  32. Head of Campus Recruitment
  33. Head of Client Services (RPO)
  34. Head of Graduate Recruitment
  35. Head of Graduates, Apprentices, & Resourcing
  36. Head of In-house Executive Search
  37. Head of Projects – Talent Acquisition
  38. Head of Recruitment
  39. Head of Recruitment Operations
  40. Head of Recruitment Projects
  41. Head of Recruitment Strategy
  42. Head of Resourcing
  43. Head of RPO Projects
  44. Head of Senior Hires Recruitment
  45. Head of Student Recruitment
  46. Head of Talent Acquisition
  47. Headhunter
  48. HR Manager – Recruitment
  49. HR Manager – Resourcing
  50. HR Staffing Specialist
  51. Hybrid Recruiter
  52. In-house Recruiter
  53. Inhouse Recruitment Consultant
  54. Internal Recruiter
  55. Internal Recruiter – Interns & Apprenticeships
  56. Internal Recruitment Manager
  57. Internal Talent Acquisition Manager
  58. Internet Recruiter
  59. Lateral Recruiter
  60. Lateral Recruitment Manager
  61. Lead Recruiter
  62. Lead Sourcing Consultant
  63. Lead Talent Scout
  64. Leadership Recruiter
  65. Manager – Executive Search
  66. Manager – Talent Systems & Resourcing
  67. MBA Recruiter
  68. MBA Recruitment Manager
  69. Onsite Account Director/RPO Account Director
  70. Onsite Account Manager/RPO Account Manager
  71. People Manager
  72. Principal Delivery Consultant
  73. Principal Recruitment Specialist
  74. Recruiter
  75. Recruiter / Sourcer
  76. Recruiting Coordinator
  77. Recruiting Researcher
  78. Recruitment & Engagement Manager
  79. Recruitment Account Manager
  80. Recruitment Advisor
  81. Recruitment Business Partner
  82. Recruitment Consultant
  83. Recruitment Director
  84. Recruitment Executive
  85. Recruitment Lead
  86. Recruitment Manager
  87. Recruitment Marketing Manager
  88. Recruitment Officer
  89. Recruitment Operations Manager
  90. Recruitment Partner
  91. Recruitment Program Manager
  92. Recruitment Representative
  93. Recruitment Specialist
  94. Recruitment Strategy & Planning Manager
  95. Recruitment Team Lead
  96. Recruitment Team Leader
  97. Researcher
  98. Resource Consultant
  99. Resource Partner
  100. Resourcer
  101. Resourcing & Recruitment Manager
  102. Resourcing Advisor
  103. Resourcing Associate
  104. Resourcing Business Partner
  105. Resourcing Director
  106. Resourcing Lead
  107. Resourcing Manager
  108. Resourcing Partner
  109. Resourcing Program Lead
  110. Resourcing Relationship Manager
  111. Resourcing Specialist
  112. RPO Lead
  113. Senior Recruiter
  114. Service Delivery Manager
  115. Sourcer
  116. Sourcing Advisor
  117. Sourcing Director
  118. Sourcing Manager
  119. Sourcing Specialist
  120. Sourcing Team Leader
  121. Staffing Channels Intelligence Researcher
  122. Staffing Consultant
  123. Staffing Manager
  124. Staffing Specialist
  125. Strategic Recruitment Lead
  126. Strategic Sourcing Recruiter
  127. Supplier Relationship Manager
  128. Talent Acquisition Administrator
  129. Talent Acquisition Advisor
  130. Talent Acquisition Associate
  131. Talent Acquisition Business Partner
  132. Talent Acquisition Consultant
  133. Talent Acquisition Coordinator
  134. Talent Acquisition Director
  135. Talent Acquisition Lead
  136. Talent Acquisition Leader
  137. Talent Acquisition Manager
  138. Talent Acquisition Operations Manager
  139. Talent Acquisition Partner/Business Partner – Talent Acquisition
  140. Talent Acquisition Program Manager
  141. Talent Acquisition Recruiter
  142. Talent Attraction Consultant
  143. Talent Attraction Specialist
  144. Talent Consultant – Executive Search
  145. Talent Data & Research Specialist
  146. Talent Engagement Advisor
  147. Talent Identification Manager
  148. Talent Magnet
  149. Talent Partner
  150. Talent Recruiter
  151. Talent Scout
  152. Talent Search Manager
  153. Talent Sourcer
  154. Talent Sourcing Lead
  155. Talent Sourcing Lead
  156. Talent Sourcing Manager
  157. Talent Sourcing Partner
  158. Talent Sourcing Specialst
  159. Talent Specialist
  160. University Relations Recruiter
  161. University Staffing Consultant
  162. Vendor Management Specialist -Talent Acquisition
  163. Vendor Manager – Recruitment

Need help structuring your talent acquisition department?

Recruitment-Assessment

 

 

 

 

 

 

Time is Leading Recruiting Challenge for Healthcare Employers

April 20th, 2016

Solving recruitment and talent acquisition problems can be, to say the least, challenging — particularly in the healthcare industry, where there’s such a shortage of talent. But what is keeping healthcare recruiting teams from solving talent problems? Time-Healthcare-Recruiting-ChallengeAccording to CareerBuilder’s Pulse of Health Care Survey, 45% of health care employers cited a lack of time as the greatest factor preventing them from solving challenges in their recruitment process.

Here are a few simple strategies that aren’t time consuming to improve your recruitment process:

Job Description: Overhauling a job description or summary can make a great difference in attracting talent to your open roles. Most descriptions are very similar and therefore looked over. It’s important to create excitement in the simplest form of marketing for your job; the description.

Application process: Think simple. Does everyone involved in your process need to be involved? Could your team shorten the initial phone screen? According to OfficeVibe, 60% of candidates have quit an application process because it took too long.

Get help: Often, identifying the right talent is the biggest pain point of the recruitment process. Without talent, there is no recruiting or talent acquisition. Outsourcing your sourcing and talent pipelining to experts could grant you the extra time to focus on solving other problems in the process.

Address your recruiting challenges today.

Recruitment-Assessment

Most Will Find their Next Job Through Networking

March 23rd, 2016

Networking Is RecruitingThe largest % of the workforce will find their next job through networking. That’s right. People are more likely to land their next position through the people that they know. And this is proven true time and time again, at any level and for any role. Technology and social media are not replacements for talking to the people you know about your job search, instead they enable you to do it even better.

Let’s think this through from a recruiting perspective.

Are your managers meeting with people and networking to fill their own roles? If not, they are missing out on building their own bench of talent. How do you think recruiters and recruiting firms (like mine) find talent, anyway? We network all of the time! That is what real recruitment is all about; meeting talent in your community and finding the players you want to put on your virtual bench for your next hiring need! With constant networking, jobs get filled faster. Average talent is replaced.  And better talent is attracted over time!

If you haven’t caught on yet, I am stating that the best companies fill their roles when leaders and employees view recruitment as part of their core job, on top of what their HR and talent acquisition teams are doing. Recruiting is much faster when leaders are networking — both for business and for hiring. And when they meet with the talent in their community, well in advance of their need. What does this look like? This is where managers accept coffee meetings from candidates that network with them, even if they don’t have a current job opening. Where your team goes to lunch with competitors or attends industry events to meet others in your field/industry.

So, hiring managers — do as the best staffing firms do; get out from behind your desk and meet folks. All of the time. Build a bench of relationships. Your company (and your recruiters) will thank you!

Next up: Why the best candidate can network and average ones can’t!

 

Sourcing Quality over Quantity

February 17th, 2016

Guest blog spot by Outside-In® Team Member Alex Patton

Quality Candidates over QuantitySourcing talent is often a sprint to find as many candidates as possible, as quickly as possible. A hiring manager’s starry-eyed expectations drive sourcing specialists’ motivation for speed and quantity. However to deliver quality talent, it’s important to manage those expectations as the best sourcers know that identifying the highest quality talent wins every time. Accordingly, those same sourcers are the ones who can not only source quality candidates, but can do so in a timely manner.

With the lowest national unemployment rate since February 2008, sourcing with efficiency makes the difference in quality hiring. For example, it’s easy to allow active candidates, about 21% of candidates according to LinkedIn, to dominate a majority of your new search. But it’s in the other 79% of candidates where the highest quality candidates hide. The 79% of passive candidates who are not actively searching for opportunities — but if approached strategically, are willing to listen and consider a career change. Choosing to spend time identifying high-quality talent over reviewing resumes that are on the top of the pile is an example of how an efficient sourcer can make a difference.

As a hiring manager: wouldn’t you rather receive a set of three high quality candidates instead of ten run-of-the-mill resumes?

Great sourcing requires digging and strategic thinking to identify a set of passive, high-quality talent. Passive talent is 120% more likely to want to make an impact than active candidates (LinkedIn). Talented sourcers skillfully market their open jobs to passive talent to generate interest in the opportunity, proving time after time the value of quality over quantity.

In the next CBI Way Blog, we’ll examine the strategic ways to market your open job to quality passive candidates.

What is the future of hiring?

January 27th, 2016

Hiring Predictions 2016A few weeks ago, I posted How Hiring Has Changed From 20 Years Ago. Lots of folks were curious and asked, What is the future of hiring? While the future is always uncertain, I have never been shy about making a few predictions.  

My 10 Predictions on the Future of Hiring

  1. Candidate Marketing Automation: Job candidates online behaviors will be tracked and monitored for changing career interests and information will automatically be sent to their inbox about your company (content created by your team or provider of course).
  2. Mobile Technology: It will be possible to complete 100% of the hiring process from a smart phone.
  3. What phone?  All video, all recorded… for all steps in the hiring process.
  4. Automated Referral Programs: The employee referral process will be easier and staff will seamlessly find future talent for the company.
  5. Selling Passive Recruits: The hiring process will be a sales process for the passive job seeker.
  6. No More Resumes: Resumes will no longer exist, your electronic business profile will become the standard!
  7. Networks Still Matter: You will still find jobs by who you know and how well you network and maintain relationships.  Those that leverage digital solutions will do the best job of maintaining business relationships.
  8. Hiring Managers: There will still be a need for Hiring Managers who will maintain their role in hiring process by determining technical fit for positions.
  9. Nurture Talent: Functional roles like HR or Talent Acquisition will drive process for acquiring enough or the right talent through marketing processes that attract, nurture and close talent.
  10. Talent Sharing: A transferable hiring clearance status will be developed across companies and institutions giving the person reciprocity to work for many different companies.

What do you think? Anything you would add? Or debate with me? I would love to hear your opinion.

If you’re interested in discussing the future of your hiring with me, I welcome you to schedule a 30 minute consultation with me. Click here to find time on my calendar.

3 Thoughts for RPO in 2016

January 20th, 2016

Guest blog spot by Outside-In® Team Member Alex Patton

RPO 2016Another year has passed, and the labor market has continued to be strong as we kick off 2016. There were 2.7 million jobs added in 2015. And we ended the year steadily with the lowest unemployment since 2008; dropping 0.7% from January to December, according to the Bureau of Labor Statistics. So what can you expect for RPO providers engaging and recruiting talent in 2016?

Talent Pipelining:  With increased hiring comes increased pressure to find the right talent, and find it quickly. This is especially true with 5.4 million open jobs (BLS). RPO Providers will be focused on talent pipeline services in 2016 to help provide clients talent as fast as possible and helping reduce time to fill.

Technology: Technology, our old friend from our 2015 RPO Thoughts. Yet again, technology is a sticking point for this year’s recruiting trends. With the fast paced nature of RPO engagements, technology can streamline processes, saving each partner time and energy. Look for providers that offer real time reporting. Wouldn’t it be nice to have access to your provider’s activity on your hard-to-fill job on a real-time basis? With today’s technology, you shouldn’t have to wait for the next status update from your RPO partner.

Big Data & Analytics: I’m sure you’ve read or heard the words “big data” when looking at trends or predictions. But it’s here, and it’s been here for longer than you might think, driving growth in some very mainstream industries. Data and analytics experts are highly sought talent. Don’t get left behind by partnering with an RPO provider that lacks experience sourcing and engaging these experts successfully.

Looking for recruiting advice in 2016?

Working on recruitment planning? Making changes to your recruitment process? Schedule an info session to discuss your talent acquisition goals and receive recruitment advice from our team – at no cost to you.
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How Hiring Has Changed From 20 Years Ago

December 29th, 2015

20 years ago…

A Personnel Manager advertised a job by:

  • Senior Java Developer Vacancy in Newspaper. Job Search Concept.Placing an ad in the paper, usually in Sunday’s job section!
  • Handing out applications to walk-in job seekers.
  • Talking to their network, friends & family.
  • Encouraging referrals through sign up sheets/cards that were on the shelf in the HR office with all of the other forms.
  • Calling a temporary agency for a temp.
  • Reaching out to their favorite search firm or headhunter for more difficult positions.

Job seekers applied by:

  • Walk-in resume submission in the office lobby.
  • Sending resumes by fax machine, postal mail, hand delivery or even a courier!
  • Signing up in person at the local temporary agency.
  • Talking to their network, friends & family.

Employers reviewed talent by:

  • Batching and reviewing resumes — Often times a task to do at night in front of the TV.
  • Searching  for talent on Resumix or other early Applicant tracking systems (as time allowed).
  • Calling applicants, returning calls and screening people over the phone (leaving a lot of messages on home voicemail machines)
  • Keeping track of activity with paper sheets or maybe excel.
  • Interviewing people in person.

In the last 20 years, technology and social media have made significant changes to the way we hire talent. What things do you miss about the old-fashioned way of hiring? What technology and social media are you forever grateful for? Are there any new things that you wish were never invented or introduced?

The 1 Thing You Should Be Doing About Talent

December 16th, 2015

People ask me all the time if there are any shortcuts in recruitment. Are there any quick fixes to deal with today’s changing talent landscape? Normally I would lecture you. I’d explain that your talent strategy is as fundamental as your business strategy or marketing plans. However, there is something you can do right now that will help you and your business immensely in the long run.

The one thing you should be doing about talent is keeping the sofa full. Leaders should practice “keeping the sofa full,” by interviewing talent all of the time. (Read my blog on Keeping the Sofa Full here)

Everyday leaders struggle with proactivity and routines. A business needs a rhythm or way of pulsing and discussing what is most important. Where should we put our focus? Where should we put our time and attention? What matters most? Deciding what is most important is the hardest part.

I’ll say it again, your business should be interviewing talent all of the time. It is really that simple. We don’t sell only when we need a new customer. Proactivity is everything. Keeping the sofa full is about always knowing who your next hire is. But I don’t have any openings right now you may be thinking. You may not now, but you will. We all will. That is the one fact in today’s talent-driven economy. Your business and every business will lose some talent for good and not so good reasons. What you do about it is a choice.

When you keep the sofa full, it will take less time to fill your open positions. If you always keep an eye on talent and meet people, it can shorten the days it takes to fill a recently vacated position. Keeping the sofa full also improves your brand and your productivity. Can you find better talent than you have? Can you top grade or upgrade someone who is failing or has average performance? Keeping the sofa full is a direct way to improve your engagement scores and culture at the same time because it requires you to be giving feedback to staff and to know if they are productive and a culture fit.

I know this seems impossible for your company. You’re fighting today’s fire. Dealing with this week’s crisis or business opportunity. The business has a different plan du jour right now. Time is always the enemy for good ideas like this. Recruiting proactively takes planning, discipline and prioritization to interview all of the time. As a leader it takes time, money and most importantly resources to commit to this. It seems like a soft dollar cost savings to turn hiring all of the way off. But have you ever tried to get any program going again when it was turned off completely? It takes retraining, planning, kick off meetings, etc. to breathe life into something that has not been used in a while.

So take action. What are your three most abundant skill sets? What is the hardest role to fill in your business? Build recruiting for these roles into your daily operations. Take all networking calls. Meet any referrals quickly. In short, interview talent all of the time.

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