Real Problems - Real Solutions - Don’t Get Blindsided
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The document outlines the key topics and problems discussed at a social recruiting strategies conference, along with recommended solutions for recruiters. The conference addressed issues like candidates having an inflated ego, their demands for transparency in the recruitment process, and their expectations for actionable feedback and honesty. It suggests recruiters should work on stroking candidates' egos, providing robust and honest conversations about job and company details, giving targeted feedback, and being upfront about performance. Other tips include explaining career growth opportunities, training plans, using texting over email, and leveraging new technologies like machine learning, bots, wellness apps and referral/predictive tools.
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How we help companies recruit better.
Looking to improve the way your company recruits? Recruiting Toolbox is a consulting and training firm that focuses 100% on helping our clients recruit better.
We partner with heads of HR and recruitment - on a project basis - to build and deploy the right recruiting strategies and processes, to select and implement the right recruitment systems and tools, and to design and deliver the right training for recruiters, hiring managers, and interviewers.
We say "the right" [strategies, processes, systems, training] because - as practitioners who have worked at all kinds of interesting companies - we know that what may work at one company may not make sense at yours.
We customize our work to your goals, your pain points, your culture, your resource model.
Real world consulting.
Custom build training.
And support to help you drive adoption and get the ROI you need.
We don't recruit.
We help companies recruit better.
Contact us to see if we can be a resource to you today.
www.RecruitingToolbox.com.
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As the SourceCon Grandmaster Sourcing Challenge winner for 2011, I wanted to share some best practices. This is a deck that I recently utilized at TalentNet (Chicago) and TalentWorks (Miami). After recruiting for more than 20 years and being both a headhunter and corporate recruiter, sourcing is the key that has helped me win awards like Corporate Recruiter of the Year, Pacesetter as a headhunter (MRI) and and this year with SourceCon. Many are just adapting basic tips and tricks avaiolable to all recruiters. You will not see a lot on Boolean logic or search terms since that is more specific. This deck is to be intended to help you up your game. Unless you are a direct competitior of mine, we are all in the recruiting game to help people and fill roles. What a great job! Adopt this tricks, adapt them in a way that work for you and then become more Adept at them than me or anyone else. Just let me know if these work for you or if you have success with a new spin @jimschnyder on Twitter. I occasionally also send out new tips so feel free to follow me too.
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Real Problems - Real Solutions - Don’t Get Blindsided
- 1. Real Problems, Real Solutions: Don’t Get Blindsided Social Recruiting Strategies Conference July 27th 2016 #SRSC
- 2. Agenda Candidate Ego is Out of Control Transparency Means Something Actionable Feedback Brutal Feedback Careerpathing Training Texting Beats Email Addendum Q&A
- 3. Candidate Ego is Out of Control Problem: Candidates know that the talent game has changed. Solution: Recruiters must stroke egos or take their marbles and go home.
- 4. Transparency Means Something Problem: Candidates want to know what the job, the company, the culture, and the values are about. Solution: Recruiters must be prepared to have (excruciatingly) robust & honest conversations.
- 5. Actionable Feedback Problem: Candidates don’t want status updates. Solution: Recruiters must talk to fewer people, and have better conversations.
- 6. Brutal Feedback Problem: Candidates aren’t made out of porcelain, if they suck, they want to be told they suck. Solution: Recruiters MUST be honest with their candidates.
- 7. Careerpathing Problem: Candidates have a “what’s next” mentality. Solution: Recruiters must be able to explain internal mobility (however that is defined).
- 8. Training Problem: Candidates want demand development of their skills. Solution: Recruiters must be able to delve into the specifics of a training and development plan.
- 9. Texting Beats Email Problem: Candidates expect text messages and regular status updates. Don’t leave me a voicemail dude. Solution: Recruiters must ask, “Where do you want me to meet you? You’re what’s important here, and I’ll defer to your communication style.”
- 10. Addendum... wait, what... 7 more Tech Machine Learning & AI (www.pocketrecruiter.com) Bot Technology (www.goarmy.com/ask-sgt-star.html) Financial Wellness (www.hellowallet.com || www.enrich.org) Referral Technology (www.teamable.com || www.simppler.com) Topics Geolocation Tagging (eg. how can we use Snapchat to source talent?) Croudsourcing (eg. how to we leverage the wisdom of the crowd?) Predictive Analytics (eg. What should our databases be telling us?
- 12. Thank You William Tincup, SPHR, SHRM SCP Tincup & Co. Email = william@tincup.com Mobile = 469-371-7050 Twitter = @williamtincup Instagram = @williamtincup LinkedIn = linkedin.com/in/tincup Facebook = facebook.com/tincup Skype = williamtincup