This document provides guidance on building targeted marketing lists by focusing on companies and names. It discusses building a clean company list first by defining the target market, measuring recent outreach, analyzing how to search for relevant companies, and improving the list. It then covers building the names list in two ways - searching for human resources titles and employees, and conducting advanced name searches. Comparing the two name list approaches, using both methods captured more names than either individually. The document also provides steps for targeting hiring managers by searching titles containing relevant terms. The overall guidance is to build clean, focused lists at the company and individual level to improve marketing outcomes.
Who's Who in High Tech Recruiting guidebook showcases the latest tools and technical recruiters servicing the high tech sectors. Whether you are looking to hire a search firm or acquire the right sourcing tools for your recruiting project, you'll find them here! Articles included in this edition:
P.6 Find Almost Anybody's Email Address With Linkedin
P.9 The Five Websites All Tech Recruiters Need to Know About
P.12 Somebody resigned. Don't be a fool. Stay cool.
P.14 How The CIA Keeps Employees Happy
P.17 Employment Branding for Passive Candidates
P.20 Effective Recruiting Steps 1 to 4
P.25 How Hubspot's First VP of Engineering Hired Their First 40 Technical Hires
P.31 Top 10 Pitfalls in Managing in Employment Contracts as You Go Global
P.35 Broaden Your MBA Talent Search
This presentation covers internet passive candidate recruitment, including networking on professional and social networking sites, performing searches using healthcare credentials and Boolean logic, and using social media and alumni groups. It provides exercises for attendees to practice searching for contact lists, resumes, and networking profiles using credential and Boolean searches. The goal is for attendees to learn tools and techniques for internet passive candidate recruitment in a healthcare environment.
Healthcare Passive Candidate Internet Recruitment Training HealthcareWayne Wauters
This document provides guidance on using internet passive candidate recruitment to find qualified healthcare professionals. It discusses creating profiles on networking sites, using credentials and boolean logic to search more effectively, and tips for refining searches. Examples are given of recruitment emails and techniques for searching directories, resumes, and social media to build a database of potential candidates. Exercises walk through searches for lists, resumes, and refining results.
This document provides instructions for "Tots" to email companies as part of goodwill experiments conducted by GXM Google Emailers. Tots will email a minimum of 100 companies per day in assigned US states. The document outlines the email to be sent, compensation details for a 5-day unpaid trial, and answers to frequently asked questions. If selected after the trial, Tots could be hired for $1.50/hour to conduct outreach for 2-3 months. The goal is to help businesses raise money without expectation of payment in return.
12 free (or almost free) sourcing tools every sourcing pro shouldn't live without, presented by Glenn Gutmacher with RecruitingBlogs.com and RecruitiFi.
Get your own RecruitiFi account: http://rdaily.co/1BRujup
This document provides guidance on writing effective job advertisements. It emphasizes that quality talent is vital for organizations to achieve their goals. Most employers struggle to attract and retain competent employees due to challenges like a tight labor market. The document recommends focusing job ads on the candidate experience rather than just listing employer and job requirements. It suggests tracking metrics like job views and application start/completion rates to identify opportunities to improve the hiring process. Rewriting job ads based on this guidance can significantly increase applicant flow by 50-150% with little cost or risk.
Top 10 telecommunications network engineer interview questions and answerstonychoper2506
This document provides resources and advice for interview questions and answers for a telecommunications network engineer position. It lists the top 10 interview questions, such as why the applicant wants the job, what they have learned from past mistakes, and what challenges they are seeking. For each question, the document provides guidance on how to effectively answer by linking experiences to the role and company while also addressing weaknesses. It encourages applicants to research the company and tailor their responses accordingly.
This document provides resources for unit clerk cover letters, resumes, and interviews. It lists links to sample cover letters, resumes, interview questions and answers, ebooks on writing effective cover letters and resumes, and tips for interview preparation, attire, questions types and closing statements. The links provide free templates, samples, and guides to assist with the job application process for a unit clerk position.
Who's Who in High Tech Recruiting guidebook showcases the latest tools and technical recruiters servicing the high tech sectors. Whether you are looking to hire a search firm or acquire the right sourcing tools for your recruiting project, you'll find them here! Articles included in this edition:
P.6 Find Almost Anybody's Email Address With Linkedin
P.9 The Five Websites All Tech Recruiters Need to Know About
P.12 Somebody resigned. Don't be a fool. Stay cool.
P.14 How The CIA Keeps Employees Happy
P.17 Employment Branding for Passive Candidates
P.20 Effective Recruiting Steps 1 to 4
P.25 How Hubspot's First VP of Engineering Hired Their First 40 Technical Hires
P.31 Top 10 Pitfalls in Managing in Employment Contracts as You Go Global
P.35 Broaden Your MBA Talent Search
This presentation covers internet passive candidate recruitment, including networking on professional and social networking sites, performing searches using healthcare credentials and Boolean logic, and using social media and alumni groups. It provides exercises for attendees to practice searching for contact lists, resumes, and networking profiles using credential and Boolean searches. The goal is for attendees to learn tools and techniques for internet passive candidate recruitment in a healthcare environment.
Healthcare Passive Candidate Internet Recruitment Training HealthcareWayne Wauters
This document provides guidance on using internet passive candidate recruitment to find qualified healthcare professionals. It discusses creating profiles on networking sites, using credentials and boolean logic to search more effectively, and tips for refining searches. Examples are given of recruitment emails and techniques for searching directories, resumes, and social media to build a database of potential candidates. Exercises walk through searches for lists, resumes, and refining results.
This document provides instructions for "Tots" to email companies as part of goodwill experiments conducted by GXM Google Emailers. Tots will email a minimum of 100 companies per day in assigned US states. The document outlines the email to be sent, compensation details for a 5-day unpaid trial, and answers to frequently asked questions. If selected after the trial, Tots could be hired for $1.50/hour to conduct outreach for 2-3 months. The goal is to help businesses raise money without expectation of payment in return.
12 free (or almost free) sourcing tools every sourcing pro shouldn't live without, presented by Glenn Gutmacher with RecruitingBlogs.com and RecruitiFi.
Get your own RecruitiFi account: http://rdaily.co/1BRujup
This document provides guidance on writing effective job advertisements. It emphasizes that quality talent is vital for organizations to achieve their goals. Most employers struggle to attract and retain competent employees due to challenges like a tight labor market. The document recommends focusing job ads on the candidate experience rather than just listing employer and job requirements. It suggests tracking metrics like job views and application start/completion rates to identify opportunities to improve the hiring process. Rewriting job ads based on this guidance can significantly increase applicant flow by 50-150% with little cost or risk.
Top 10 telecommunications network engineer interview questions and answerstonychoper2506
This document provides resources and advice for interview questions and answers for a telecommunications network engineer position. It lists the top 10 interview questions, such as why the applicant wants the job, what they have learned from past mistakes, and what challenges they are seeking. For each question, the document provides guidance on how to effectively answer by linking experiences to the role and company while also addressing weaknesses. It encourages applicants to research the company and tailor their responses accordingly.
This document provides resources for unit clerk cover letters, resumes, and interviews. It lists links to sample cover letters, resumes, interview questions and answers, ebooks on writing effective cover letters and resumes, and tips for interview preparation, attire, questions types and closing statements. The links provide free templates, samples, and guides to assist with the job application process for a unit clerk position.
Q and A Whitepaper from our accompanying Webinar. The paper addresses questions about tips to improve delivery and email response rates for your well crafted HTML emails.
This document provides information about upcoming events at the ACAP (Army Career and Alumni Program) center at Fort Meade, including workshops on topics like applying for federal jobs, dress for success, and starting a business franchise. It also lists regional job fairs happening in February and March. The document encourages writing a post-interview thank you letter to stand out from other candidates, and advises how to smartly answer why you want to leave your current job in an interview. Contact information is provided for the ACAP staff.
Kristina McMillan, VP of Research of TOPO at The Sales Development Conference...Tenbound
TOPO is an analyst firm that helps sales and marketing organizations grow revenue. They discuss how personalization in sales development has evolved from generic templates to fully customized messages to a middle ground approach. This involves teaching SDRs a repeatable personalization formula of preparing research on peers, setting up the message, engaging with a challenge, and offering a conversation. TOPO provides examples of messages customized using this framework and guidance on how to create a touch pattern for accounts.
Top 10 program assistant interview questions and answers pdfHelenMirren123
This document provides resources for preparing for a program assistant interview, including common interview questions, answers, and tips. It lists 10 frequently asked interview questions for program assistant roles along with sample answers. Additionally, it provides many links to online resources with more interview questions, answers, tips, and templates on topics like thank you letters, salary negotiation, dress code, common interview techniques and more. The document aims to equip job candidates with comprehensive preparation materials for upcoming program assistant interviews.
Social Media for Employers: Tips and GuidanceDavid Kight
This document provides an overview of social media issues for employers. It discusses how social media activity is increasingly being used in litigation and how the National Labor Relations Board is aggressively protecting employee social media rights. The document outlines examples of cases involving social media posts by employees that were both lawful and unlawful bases for termination. It also provides guidance on drafting appropriate social media policies for employees and complying with discovery requests regarding social media content.
Getting Into the IT Decision Maker's InboxDiscoverOrg
This document provides tips for crafting effective emails to IT decision makers. It discusses using DiscoverOrg to target the right audience and personalize messages. Key recommendations include using an informal salutation, highlighting value, expressing gratitude, following up with emails and voicemails, and requesting internal referrals. It also covers best practices like structuring emails above the fold with bullet points, offering next steps, and complying with CAN-SPAM regulations. The overall goal is to start a dialogue, encourage responses, and get acceptance for offers through compelling subject lines and email bodies.
The document provides information on different search methods that can be used to find candidates on job boards and within a company's database. It discusses:
1) Searching job boards using advanced search options, keywords, locations, experience levels, and saved searches that can be customized and shared.
2) Developing a location search strategy based on the client's needs, including executive searches of targeted companies, databases searches of past candidates, and online job advertisements.
3) A universal 5-step search method involving understanding the job requirements, listing all required skills, researching synonyms, running the search, and filtering results.
4) How Boolean logic using AND, OR, and NOT can help refine searches.
The document discusses various methods for recruitment. It describes internal recruitment methods like job posting and bidding, using personnel records and skills banks, and informal methods. External recruitment methods discussed include professional associations, employee databases, and media advertisements. The document then provides steps for an effective recruitment plan, including analyzing needs, creating a hiring plan, identifying tools, writing job descriptions, establishing a selection process, and making an offer.
The document discusses various methods for recruitment. It describes internal recruitment methods like job posting and bidding, using personnel records and skills banks, and informal methods. External recruitment methods discussed include professional associations, employee databases, and media advertisements. The document then provides steps for an effective recruitment plan, including analyzing needs, creating a hiring plan, identifying tools, writing job descriptions, establishing a selection process, and making an offer.
Impress Me or You're Dead — 5 Ways Recruiting Is Morphing Into MarketingHuman Capital Media
It’s an ugly truth — in the traditional applicant tracking system-friendly world, recruiters hold the power. Emboldened by technology that allows them to view resumes faster than a grocery store clerk scans a can of vegetables, recruiters typically spend five seconds or less evaluating each resume for a “fit” to the job in question. Could it get less personal?
But wait. Payback, as they say around the neighborhood, is, well, it’s full of retribution. Great candidates are increasingly making quick judgments about recruiters and the companies for which they work, often before a recruiter can pitch the job in question. What’s going on?
Join us for this webcast hosted by Kris Dunn of the award-winning recruiting blog “Fistful of Talent,” and we’ll give you the 411 on:
How social media and third-party sites like Glassdoor are creating transparency related to which companies are “employers of choice” for great talent.
How the best recruiters are starting to think like marketers, proactively nurturing passive candidates and truly building an employment brand.
Why that employment brand matters in today’s world and what branding elements are present in employers that are viewed as authentic by star candidates.
The top five marketing techniques recruiters must know to find and hire top talent.
How the right technology helps you survive the new rules for how great candidates judge and treat recruiters.
Impress them or you’re dead. Recruiters used to have the power, and maybe they still do with average talent. But if you want to land the best talent as a recruiter, you’re also being judged and evaluated by candidates. Join us for this Workforce webcast, and we’ll show you what your company can do to be successful and what you have to do to deliver great talent.
This document provides strategies and best practices for screening candidates from a database. It discusses pulling candidates to take control of results and increase qualified applicants. There are two database screening strategies - the first for smaller markets focuses on widening criteria to reach call goals, while the second for larger markets prioritizes relevant experience, education, and graduation date. Best practices include dedicating time daily to download resumes, saving effective keywords, thinking creatively, and increasing screening efficiency.
A Job Search Action Plan is a vital tool to ensure you implement your job search campaign effectively. When creating a Job Search Action plan, the first step in the process is to consider
your options and opportunities.
Below outlines four example scenarios for you to consider:
Same Function/Same Industry: You are seeking the same kind of job, but with a different employer. Your career is compatible with your skills, talents and interests. You are content with the industry and are looking for a similar position.
Same Function/ Different Industry: You are satisfied with the work you have been doing, but have decided it is time to move to a different industry.
Different Function/Same Industry: You want to remain in the industry but want a different kind of work. You may have discovered that the match between your strengths and the job have drifted off track.
Different Function/Different Industry: You have decided that nothing short of a total career and industry change is what you want. This may be in response to the worldwide business and
technological changes or elimination of a once-promising position. This is great for entrepreneurs and start-ups. This will likely take the longest of the four options.
Define Your Role / Function /Title:
- Role - this is your position within an organization: eg. management, individual contributor, or staff.
- Function - refers to your responsibilities: eg. marketing, operations, or information technology.
- Job Title – this could be as specific as Operations Director/Manager or could be more generic such as Operations Professional.
Opportunity 1
Opportunity 2
Opportunity 3
3. Target Company List
This is a list of specific organizations to approach for job opportunities that match the job search criteria that you have developed. This list can range from five to several hundred organizations, but it must be manageable for you. Even if you’re still working on your Target Opportunity definition, and you know of some organizations you want to explore, add them here.
Need help with resume reformation and/or the development of your LinkedIn profile to get found by recruiters and hiring managers? Inquiry here: info@LinkedInPro.CO
This document discusses various recruitment strategies and tools for finding candidates. It covers understanding job descriptions, using job portals, social media, references, campus hiring and vendors. LinkedIn is discussed as a way to search for candidates, post jobs, join groups and follow companies. Other topics include company mapping, headhunting, referencing, keywords, Boolean searches, tracking candidates and job postings. The overall summary is that the document provides an overview of recruitment strategies and tools for sourcing candidates.
Deck developed over the duration of my career in Human Capital/Talent Acquisition/Career Coaching. Combining industry leading tips along with a personal perspective of screening hundreds of thousands of applicants.
Campaign Based Employment Search by Greg David of Laka and CompanyGreg David
The most powerful job search activity you can perform is doing a campaign based job search. More people land through this type of process but most never use this methodology. Use it and see different results today! By Greg David of Laka and Company.
This document provides guidance on conducting an effective online job search. It discusses researching companies and jobs, networking, creating an online presence, evaluating job posting sites, protecting privacy, and avoiding scams. The key aspects of an online job search include developing a search strategy, treating it like a job, researching beyond just postings, networking to find opportunities not advertised, building an online brand, and taking steps to maintain privacy.
How To Create The Perfect Outbound Email CampaignGuessBox
http://guessbox.io - This comprehensive guide explains the fundamentals of outbound email in the B2B. You will learn how to write high converting email copy, how to quickly choose engaging subject lines and what to do before and after in order to get the most value of email marketing.
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
The goal of this guide is to layout the importance of benefits communication before, during, and after annual enrollment and how - when done properly - you can rejuvenate an effective HR plan.
La Capitale Civil Service Mutual interview questions and answerslottechar690
This document provides tips, sample questions, and answers for an interview at La Capitale Civil Service Mutual. It includes responses to common questions like why the applicant left their previous job, why they want to work at La Capitale, what they know about the company, why La Capitale should hire them, and what salary they need. Additional tips recommend researching the company, linking experiences to the role, portraying enthusiasm, and asking questions about the company rather than salary. Links to further interview preparation materials are also included.
Fundamentals of Recruitment Analytics OutlineDan Meyer
This document provides an outline for a training on fundamentals of recruitment analytics. It covers topics such as defining recruitment analytics, assessing an organization's current use of analytics, key recruitment metrics to track, finding the right data, applicant tracking systems, using big data and business intelligence in recruiting, and making data-driven decisions. The training agenda includes an overview of trends in the Philippine recruitment industry and a self-assessment of an organization's analytics culture. It emphasizes using data to understand factors like employee retention and satisfaction.
The document provides tips for building an opt-in email list. It recommends (1) getting subscribers to trust you by demonstrating your expertise on the topic, providing helpful content, and guarantees; (2) making your content interesting and fun while staying relevant to your business; and (3) writing good, informative articles and providing an ebook to keep subscribers engaged and eager to receive your communications. The overall goal is to use email marketing to build relationships with subscribers and drive traffic and sales for your business.
Q and A Whitepaper from our accompanying Webinar. The paper addresses questions about tips to improve delivery and email response rates for your well crafted HTML emails.
This document provides information about upcoming events at the ACAP (Army Career and Alumni Program) center at Fort Meade, including workshops on topics like applying for federal jobs, dress for success, and starting a business franchise. It also lists regional job fairs happening in February and March. The document encourages writing a post-interview thank you letter to stand out from other candidates, and advises how to smartly answer why you want to leave your current job in an interview. Contact information is provided for the ACAP staff.
Kristina McMillan, VP of Research of TOPO at The Sales Development Conference...Tenbound
TOPO is an analyst firm that helps sales and marketing organizations grow revenue. They discuss how personalization in sales development has evolved from generic templates to fully customized messages to a middle ground approach. This involves teaching SDRs a repeatable personalization formula of preparing research on peers, setting up the message, engaging with a challenge, and offering a conversation. TOPO provides examples of messages customized using this framework and guidance on how to create a touch pattern for accounts.
Top 10 program assistant interview questions and answers pdfHelenMirren123
This document provides resources for preparing for a program assistant interview, including common interview questions, answers, and tips. It lists 10 frequently asked interview questions for program assistant roles along with sample answers. Additionally, it provides many links to online resources with more interview questions, answers, tips, and templates on topics like thank you letters, salary negotiation, dress code, common interview techniques and more. The document aims to equip job candidates with comprehensive preparation materials for upcoming program assistant interviews.
Social Media for Employers: Tips and GuidanceDavid Kight
This document provides an overview of social media issues for employers. It discusses how social media activity is increasingly being used in litigation and how the National Labor Relations Board is aggressively protecting employee social media rights. The document outlines examples of cases involving social media posts by employees that were both lawful and unlawful bases for termination. It also provides guidance on drafting appropriate social media policies for employees and complying with discovery requests regarding social media content.
Getting Into the IT Decision Maker's InboxDiscoverOrg
This document provides tips for crafting effective emails to IT decision makers. It discusses using DiscoverOrg to target the right audience and personalize messages. Key recommendations include using an informal salutation, highlighting value, expressing gratitude, following up with emails and voicemails, and requesting internal referrals. It also covers best practices like structuring emails above the fold with bullet points, offering next steps, and complying with CAN-SPAM regulations. The overall goal is to start a dialogue, encourage responses, and get acceptance for offers through compelling subject lines and email bodies.
The document provides information on different search methods that can be used to find candidates on job boards and within a company's database. It discusses:
1) Searching job boards using advanced search options, keywords, locations, experience levels, and saved searches that can be customized and shared.
2) Developing a location search strategy based on the client's needs, including executive searches of targeted companies, databases searches of past candidates, and online job advertisements.
3) A universal 5-step search method involving understanding the job requirements, listing all required skills, researching synonyms, running the search, and filtering results.
4) How Boolean logic using AND, OR, and NOT can help refine searches.
The document discusses various methods for recruitment. It describes internal recruitment methods like job posting and bidding, using personnel records and skills banks, and informal methods. External recruitment methods discussed include professional associations, employee databases, and media advertisements. The document then provides steps for an effective recruitment plan, including analyzing needs, creating a hiring plan, identifying tools, writing job descriptions, establishing a selection process, and making an offer.
The document discusses various methods for recruitment. It describes internal recruitment methods like job posting and bidding, using personnel records and skills banks, and informal methods. External recruitment methods discussed include professional associations, employee databases, and media advertisements. The document then provides steps for an effective recruitment plan, including analyzing needs, creating a hiring plan, identifying tools, writing job descriptions, establishing a selection process, and making an offer.
Impress Me or You're Dead — 5 Ways Recruiting Is Morphing Into MarketingHuman Capital Media
It’s an ugly truth — in the traditional applicant tracking system-friendly world, recruiters hold the power. Emboldened by technology that allows them to view resumes faster than a grocery store clerk scans a can of vegetables, recruiters typically spend five seconds or less evaluating each resume for a “fit” to the job in question. Could it get less personal?
But wait. Payback, as they say around the neighborhood, is, well, it’s full of retribution. Great candidates are increasingly making quick judgments about recruiters and the companies for which they work, often before a recruiter can pitch the job in question. What’s going on?
Join us for this webcast hosted by Kris Dunn of the award-winning recruiting blog “Fistful of Talent,” and we’ll give you the 411 on:
How social media and third-party sites like Glassdoor are creating transparency related to which companies are “employers of choice” for great talent.
How the best recruiters are starting to think like marketers, proactively nurturing passive candidates and truly building an employment brand.
Why that employment brand matters in today’s world and what branding elements are present in employers that are viewed as authentic by star candidates.
The top five marketing techniques recruiters must know to find and hire top talent.
How the right technology helps you survive the new rules for how great candidates judge and treat recruiters.
Impress them or you’re dead. Recruiters used to have the power, and maybe they still do with average talent. But if you want to land the best talent as a recruiter, you’re also being judged and evaluated by candidates. Join us for this Workforce webcast, and we’ll show you what your company can do to be successful and what you have to do to deliver great talent.
This document provides strategies and best practices for screening candidates from a database. It discusses pulling candidates to take control of results and increase qualified applicants. There are two database screening strategies - the first for smaller markets focuses on widening criteria to reach call goals, while the second for larger markets prioritizes relevant experience, education, and graduation date. Best practices include dedicating time daily to download resumes, saving effective keywords, thinking creatively, and increasing screening efficiency.
A Job Search Action Plan is a vital tool to ensure you implement your job search campaign effectively. When creating a Job Search Action plan, the first step in the process is to consider
your options and opportunities.
Below outlines four example scenarios for you to consider:
Same Function/Same Industry: You are seeking the same kind of job, but with a different employer. Your career is compatible with your skills, talents and interests. You are content with the industry and are looking for a similar position.
Same Function/ Different Industry: You are satisfied with the work you have been doing, but have decided it is time to move to a different industry.
Different Function/Same Industry: You want to remain in the industry but want a different kind of work. You may have discovered that the match between your strengths and the job have drifted off track.
Different Function/Different Industry: You have decided that nothing short of a total career and industry change is what you want. This may be in response to the worldwide business and
technological changes or elimination of a once-promising position. This is great for entrepreneurs and start-ups. This will likely take the longest of the four options.
Define Your Role / Function /Title:
- Role - this is your position within an organization: eg. management, individual contributor, or staff.
- Function - refers to your responsibilities: eg. marketing, operations, or information technology.
- Job Title – this could be as specific as Operations Director/Manager or could be more generic such as Operations Professional.
Opportunity 1
Opportunity 2
Opportunity 3
3. Target Company List
This is a list of specific organizations to approach for job opportunities that match the job search criteria that you have developed. This list can range from five to several hundred organizations, but it must be manageable for you. Even if you’re still working on your Target Opportunity definition, and you know of some organizations you want to explore, add them here.
Need help with resume reformation and/or the development of your LinkedIn profile to get found by recruiters and hiring managers? Inquiry here: info@LinkedInPro.CO
This document discusses various recruitment strategies and tools for finding candidates. It covers understanding job descriptions, using job portals, social media, references, campus hiring and vendors. LinkedIn is discussed as a way to search for candidates, post jobs, join groups and follow companies. Other topics include company mapping, headhunting, referencing, keywords, Boolean searches, tracking candidates and job postings. The overall summary is that the document provides an overview of recruitment strategies and tools for sourcing candidates.
Deck developed over the duration of my career in Human Capital/Talent Acquisition/Career Coaching. Combining industry leading tips along with a personal perspective of screening hundreds of thousands of applicants.
Campaign Based Employment Search by Greg David of Laka and CompanyGreg David
The most powerful job search activity you can perform is doing a campaign based job search. More people land through this type of process but most never use this methodology. Use it and see different results today! By Greg David of Laka and Company.
This document provides guidance on conducting an effective online job search. It discusses researching companies and jobs, networking, creating an online presence, evaluating job posting sites, protecting privacy, and avoiding scams. The key aspects of an online job search include developing a search strategy, treating it like a job, researching beyond just postings, networking to find opportunities not advertised, building an online brand, and taking steps to maintain privacy.
How To Create The Perfect Outbound Email CampaignGuessBox
http://guessbox.io - This comprehensive guide explains the fundamentals of outbound email in the B2B. You will learn how to write high converting email copy, how to quickly choose engaging subject lines and what to do before and after in order to get the most value of email marketing.
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
The goal of this guide is to layout the importance of benefits communication before, during, and after annual enrollment and how - when done properly - you can rejuvenate an effective HR plan.
La Capitale Civil Service Mutual interview questions and answerslottechar690
This document provides tips, sample questions, and answers for an interview at La Capitale Civil Service Mutual. It includes responses to common questions like why the applicant left their previous job, why they want to work at La Capitale, what they know about the company, why La Capitale should hire them, and what salary they need. Additional tips recommend researching the company, linking experiences to the role, portraying enthusiasm, and asking questions about the company rather than salary. Links to further interview preparation materials are also included.
Fundamentals of Recruitment Analytics OutlineDan Meyer
This document provides an outline for a training on fundamentals of recruitment analytics. It covers topics such as defining recruitment analytics, assessing an organization's current use of analytics, key recruitment metrics to track, finding the right data, applicant tracking systems, using big data and business intelligence in recruiting, and making data-driven decisions. The training agenda includes an overview of trends in the Philippine recruitment industry and a self-assessment of an organization's analytics culture. It emphasizes using data to understand factors like employee retention and satisfaction.
The document provides tips for building an opt-in email list. It recommends (1) getting subscribers to trust you by demonstrating your expertise on the topic, providing helpful content, and guarantees; (2) making your content interesting and fun while staying relevant to your business; and (3) writing good, informative articles and providing an ebook to keep subscribers engaged and eager to receive your communications. The overall goal is to use email marketing to build relationships with subscribers and drive traffic and sales for your business.
what is Email marketing, how to build an email list of eager subscribers. How to publish a news letter. How to make money using your email list, make your email opt-in subscribers trust you
Reversing Job Search Strategies When Building a Recruitment ProgramWayne_Johnston
I created and delivered this presentation to a local SHRM chapter whose attendees had questions about recruiting as a small to mid-size company - Reversing Job Search Strategies
When Building a Recruitment Program
Streamline the IT Hiring Process | WhitepaperACTIVE Network
Some 70% of hiring managers say they want to hire more technology workers in the coming months. If you’re one of those people, you should be aware that a unique set of challenges lies ahead. This whitepaper provides actionable insights into the most prevalent hurdles currently facing IT hiring managers, and is intended to help not only streamline your hiring process, but to get the most from your staffing and recruiting partners.
Total quality logistics interview questions and answersselinasimpson205
This document provides sample answers to common interview questions for the position of Total Quality Logistics, along with tips and materials to prepare for the interview. It includes responses to questions about career goals, reasons for wanting to work at TQL, knowledge of the company, why the applicant should be hired, what they can offer, salary requirements, and questions to ask the interviewer. Additional resources listed are interview questions, tips, a checklist, thank you letters, records, cover letters, resumes, and other job interview materials.
3. 3
Over View
• There are three sides to every roll-up list: Names, Companies &
Positions.
• Best Practice is to build your targeted company list first via Zip
Code radius, keyword search and company name search but also
inputting limiters in the necessary places.
• Once you are confident that your company list is clean you can
ADD and LIMIT the people you put on the names list.
4. 4
Why Do We Care About This?
(FBPLCE)
• Focus + (higher percentage of sending emails to people who will react well to them)
• Branding + (integrity in our markets. If you send someone a message that doesn’t
make sense for them at that time, when you send a message that does make sense
for them they are more liable to ignore it or never receive it)
• Persistence + (by targeting the right people, over time, you can persist in those
efforts)
• Longevity + (Our shared database has limited contacts in it and if we rely on it for
even half of our marketing, we can use this methodology throughout our careers
here at hireneXus)
• Continued Success + (if email marketing is going make us money in the long term,
we have to realize that we are a part of a larger ecosystem)
• Empathy for the Team + (how are my actions affecting the livelihoods of the other
people in the office and therefore the health of the office as a whole)
• - Exhaustion of limited and shared data (again, the database is not ours, it is the
company’s, it will be here when we are gone and we want to preserve it
effectiveness for posterity)
• = more and easier money for things you and your family need/want
• In Eric and Mike’s Business Plan they made an observation that we doubled our
Bulk Emails but our response went down. I think if we all focused on quality or
quantity—those ratios will change in their business plan in 2016. Maybe I am
wrong, Let’s find out, so we know how to stick and move.
5. 5
Step 1: Defining Your Market
For A Company List
• Who are you marketing?
• What geographical locations pertain to that person
• What industries/companies/hospitals/banks/firms make sense to
market this person into?
6. 6
Step 2: Measuring Your
Marketplace Based on Recent
Behavior
• Have I recently marketed into this geographical area?
• Have I recently marketed into the target industry/companies?
• Have I recently marketed into the target audience in the those
industries/companies?
• Would marketing this person cross over into another vertical? i.e.
an engineer with supply chain/operations exp. Maybe you ask the
person handling that vertical if they had recently marketed into your
targets.
• Do I care about any this? i.e. caliber of candidate (is this candidate
so good you don’t care), frequency marketing into these
companies/industries/geographical areas (welp, I have never
marketed into Tuscaloosa, Alabama, I think I’m good. OR I
haven’t marketed an Electrical Engineer in a while.)
7. 7
Step 3: Analyzing How to Build
the Company List
• What keywords in the company record apply to my candidate’s
interests, experience and background? AND How can I effectively
input data into an “advanced company search keyword section”
to grab these target companies? For example: manufact%, light%,
gear%, pump%, %poly
• What keywords in “Company Name” can I use to grab companies
that might not have any keywords associated with them? For
example: *manu, *indust, *advanced, *circuit, *machine, *tub,
*pip
• Removing 00 CLIENT COMPANIES and TEAM HC HOSP from your
results
• What keywords in “Company Name” can I force PCR NOT to use
because they simply don’t apply to me? (This helps FBPLCE remain
healthy) This one is up to you. It comes with experience with what
works in your market. The next slide will give the exhaustive sample
of what Engineering uses.
10. 10
“Company Name” Limiter
Example List for Engineering
• First of all, there is no way this can be perfect but if we all strive for perfection
the percentages of errors in our targets significantly gets reduced.
• THE FOLLOWING LIST ARE KEYWORDS WE DO NOT WANT IN THE
COMPANY NAMES OF AN ENGINEERING MARKTING LIST FOR A
ENGINEER RELATED TO MANUFACTURING
• *hardware, *software, *health, *college, *hosp, *rehab, *center, *energy, *clinic,
*universit, *regional, *bank, *consult, *service, *market, *capital, *korn,
*spencer, *chemical, *business, *accountant, *recruit, *med, *care, *invest,
*execu, *manage, *green, *financ, *LLP, *L.L.P, *HR, *human, *law, *firm,
*equity, *logistic, *gazette, *P.A, *lease, *LLC, *deloitte, *tax, *archit, *assoc,
*advert, *group, *sales, *partner, *estate, *finance, *trust, *supply, *distrib,
*advert, *execu, *group, *manage, *sports, *associat, *zero, *pharma
• If my candidate is working at General Electric, I would also include: *general,
*GE, *G.E.
• Every candidate I market, I ask if he/she has interviewed or have sent
resume’s to companies. No candidate will remember every single company
but if they can give you a handful, I would also limit those as well: *bemis,
*conagra, *mattel, *emerson
11. 11
Step 4: Improve The Company
List
• Once all three steps have been accomplished, I press the search button and
peruse the first two or three pages to look for other keyword limiters I can
REMOVE in order to refine my company search.
• I go back and add them to the company name limiters.
• For example: Retail, Lutheran and Depot are examples in the next slide
• I also look for “Company Name” keywords that may make sense to INCLUDE
because it is entirely possible that there are companies that are not on this list
that are applicable to my marketing effort.
• For example: In “Company Name” keywords you will remember that I used
*manu, *indust, *advanced, *circuit, *machine, *tub, *pip. I saw while I was
improving my list that there was a handful of companies that had the word
technology or technologies in them. So I will go back and add them into my
“Company Name” keyword search.
• You can save these searches so you never have to do this again, you
can just keep adding the improvements
13. 13
Step 5: Controlling The
Company List and Future Lists
• The purpose of this step is to sustain the gains you made in focus,
reliability and target.
• Continuing to monitor the process.
• The more you do this, the easier it becomes.
• Every once in a while I figure out something that makes this work
better.
• It is more of an art form than a science but it is also more of a
science than an art form.
• Tinker by being creative but also tinker using scientific
methodology by making observations and doing experiments.
• If you figure out something cool, let the whole team know.
16. 16
Over View
• This is the other side of the rollup coin.
• This is where we build out the list people we want to contact in the
companies that we have already identified as clean and targeted.
• There are two ways of doing this: searching Titles in the name
records of the company employees AND by doing near searches in
the “Advanced Name Search” keyword section
• This is where we can target specific people in departments and
with the titles we want in order to keep our database healthy.
17. 17
Step 1: Human Resources
• Email Address is not empty: We do this to have an accurate
number of how many people we sent an actual email to and also
because we don’t want to get on a blacklist. I am not sure if
sending emails to addresses that don’t exist would get us on a
blacklist but I tell myself that in order to remember to do this.
• In the Predefined Field of Title enter: [*human, *hr, *recruit,
*talent] I do believe these are the only keywords that we can use
to get all the human resources people that we want.
• Add the company rollup list we created in Part 1.
• So we are now searching Human Resources, HR, Recruiters,
Directors of Recruitment, Manager of Talent Acquisition,
etc.etc.etc. within the companies we have identified
to market to.
20. 20
• The next step would be generating a list of people in the company
list that you created without titles with a human resources
background.
• Chances are that this will be a significantly smaller sample size
than the one with titles but that is not always the case.
• We are going to do NEAR searches out of the keyword section of
the advanced name search.
• For Example: "human vice"~4 OR "vice human"~4 OR "human
manager"~4 OR "manager human"4 OR "VP human"~4 OR
"human VP"~4 OR "director human"~4 OR "human director"~4 OR
"recruit% manager"~4 OR "manager recruit%"~4 OR "director
recruit%"~4 OR "recruit% director"~4 OR "VP HR"~4 OR "HR
VP"~4 OR "director HR"~4 OR "HR director"~4 OR "HR
manager"~4 OR "manager HR"~4
23. 23
Observations Between the
Two Methods
• Searching by Title, within the Company Rollup you created, with
email address fields that are NOT EMPTY: 617 Names.
• Searching Titles using NEAR searches in the Keyword Section,
within the Company Rollup you created with email address fields
that are NOT EMPTY: 910 Names.
• There are some overlap between the two lists but using both
methods got us: 1369 Names
24. 24
Step 2: Hiring Managers
• Email Address is not empty: We do this to have an accurate
number of how many people we sent an actual email to and also
because we don’t want to get on a blacklist. I am not sure if
sending emails to addresses that don’t exist would get us on a
blacklist but I tell myself that in order to remember to do this.
• In the Predefined Field of Title enter: [*engineer, *manufac,
*operation] then ADD. Do another Predefined Field of Title
and enter: [*manager, *director, *vice, *vp, *chief]
• Add the company rollup list we created in Part 1.
• So we are now searching titles like Manager of Engineering,
Operations Manager, Director of Manufacturing, Vice
President of Engineering, etc.etc.etc. within the companies we
have identified to market to.
27. 27
• The next step would be generating a list of people in the company list that
you created without titles with a engineering, manufacturing or operations
background.
• Chances are that this will be a significantly smaller sample size than the
one with titles but that is not always the case.
• We are going to do NEAR searches out of the keyword section of the
advanced name search.
• For Example: "engineer% manager"~4 OR "manager engineer%"~4 OR
"vice engineer%"~4 OR "engineer% vice"~4 OR "VP engineer%"~4 OR
"engineer% VP"~4 OR "director engineer%"~4 OR "engineer% director"~4
OR "manufac% manager"~4 OR "manager manufac%"~4 OR "vice
manufac%"~4 OR "manufac% vice"~4 OR "VP manufac%"~4 OR
"manufac% VP"~4 OR "director manufac%"~4 OR "manufac% director"~4
OR "operations manager"~4 OR "manager operations"~4 OR "vice
operations"~4 OR "operations vice"~4 OR "VP operations"~4 OR
"operations VP"~4 OR "director operations"~4 OR "operations director"~4
29. 29
Observations
• Searching by Title, within the company rollup list you created with
email address NOT EMPTY: 334 Names
• Searching by keyword in name record, within the company rollup
list you created with email address NOT EMPTY: 331 Name
• There will be overlap of course so it is not like you will get 665
Names from this method. I believe I ended up with 450 Names.
30. 30
Closing Statements
• Human Resources is our version of the Wild West in the office as it
crosses over into all of our verticals. By targeting companies we
won’t exhaust our HR contacts.
• Rather than sending 40,000 bulk email maybe we can send a
5,000 bulk email and get the same results and preserve the best
natural resource that we have in the office. Clients Contacts.
• If Mike wanted to fish for salmon he wouldn’t go where bass are
known to be.