The document provides advice from experts on how to convince candidates to take a new job opportunity. It summarizes insights from interviews with 7 candidates and 2 recruiters on the best recruiting practices. The key recommendations are to personalize outreach by showing candidates are a good fit, make it easy for candidates to research the company online, listen to understand candidates' goals and find the right opportunities for them, be honest about both the positives and challenges of the role and company, connect candidates with current employees, advocate for strong candidates during the hiring process, and follow up after candidates are hired.
How to create and implement a rewarding and innovative social strategy #RecHa...Colleague Software
Social recruiting expert, Andy Headworth, and social media and digital recruiter, Steve Ward, join The Recruiters Hangout show to discuss 'How to create and implement a rewarding and innovative social strategy.'
Andy is the founder of Sirona Consulting Ltd and helps companies, recruitment agencies, RPO companies understand and integrate social media into their recruitment strategies. Andy has just published a #1 Amazon new release, Social Media Recruitment: How to Successfully Integrate Social Media into Recruitment Strategy.
Steve Ward is a regular on our show, a recruiter, and the founder of CloudNine Social Media and Digital Talent - a specialist recruitment firm that recruits social media and marketing roles.
The #RecHangout is hosted by Alan Whitford (RCEuro / Abtech Partnership), Louis Welcomme (Colleague Software), Mark Stephens (The Recruitment Alliance / Smart Recruit Online) and Louise Triance (UK Recruiter).
The modern recruiter: content creator, storyteller and advert writer #RecHan...Colleague Software
Whether its writing a job advert that gets candidates hitting the apply button, emails that get responses or content that establishes you as the go to person in your sector; writing good copy has become an important skillset in the role of the modern day recruiter.
Mervyn Dinnen, Mike Powell and Glenn Southam join The Recruiters Hangout to discuss The Modern Recruiter: Content Creator, Story Teller And Advert Writer?
The #RecHangout is hosted by Alan Whitford (RCEuro / Abtech Partnership), Louis Welcomme (Colleague Software),Mark Stephens (The Recruitment Alliance / Smart Recruit Online) and Louise Triance (UK Recruiter).
Find out more about the
#RecHangout https://www.colleaguesoftware.com/webinars/
Is recruiting a sales job… is recruitment still a sales business? #RecHangout...Colleague Software
The #RecHangout Highlights from - 'Is recruiting a sales job… is recruitment still a sales business?'
The top takeaways from Roy Ripper, Mitch Sullivan, Brad Shackleton, Mark Stephens and Alan Whitford.
Watch previous episodes and find out more at: https://www.colleaguesoftware.com/webinars
How are recruitment businesses attracting, retaining and engaging their talen...Colleague Software
How are recruitment businesses attracting, engaging and retaining their talent? The annual 'Sunday Times Best 100 Small Companies to Work For' #RecHangout special.
We were joined by three recruitment leaders whose businesses made the Best 100 Small Companies to Work For List 2015:
Adam Metherell - Commericial Director at ChapmanBlack
Graeme Hubert - Co-founder of Consol Partners
Kieran Behan - Managing Director at Phaidon International
How to build a strong brand for your recruitment business #RecHangout HighlightsColleague Software
The highlights from the Recruiters Hangout - How to build a strong brand for your recruitment business, 5th March 2015.
The #RecHangout is hosted by Alan Whitford (RCEuro / Abtech Partnership), Louis Welcomme (Colleague Software),Mark Stephens (The Recruitment Alliance / Smart Recruit Online) and Louise Triance (UK Recruiter).
Our guests:
Russell Amerasekera – Personal Branding Expert at Epiphany.
Paul Sharpe – Marketing and Sales Director at niche recruitment business, InterQuest Group PLC.
Clair Bush – Marketing Director at recruitment technology business, Broadbean.
Felix Wetzel – Marketing Executive, advisor to Candarine and eiTalent. Formerly at Jobrapido, Evenbase and JobSite.
How to create and implement a rewarding and innovative social strategy #RecHa...Colleague Software
Social recruiting expert, Andy Headworth, and social media and digital recruiter, Steve Ward, join The Recruiters Hangout show to discuss 'How to create and implement a rewarding and innovative social strategy.'
Andy is the founder of Sirona Consulting Ltd and helps companies, recruitment agencies, RPO companies understand and integrate social media into their recruitment strategies. Andy has just published a #1 Amazon new release, Social Media Recruitment: How to Successfully Integrate Social Media into Recruitment Strategy.
Steve Ward is a regular on our show, a recruiter, and the founder of CloudNine Social Media and Digital Talent - a specialist recruitment firm that recruits social media and marketing roles.
The #RecHangout is hosted by Alan Whitford (RCEuro / Abtech Partnership), Louis Welcomme (Colleague Software), Mark Stephens (The Recruitment Alliance / Smart Recruit Online) and Louise Triance (UK Recruiter).
The modern recruiter: content creator, storyteller and advert writer #RecHan...Colleague Software
Whether its writing a job advert that gets candidates hitting the apply button, emails that get responses or content that establishes you as the go to person in your sector; writing good copy has become an important skillset in the role of the modern day recruiter.
Mervyn Dinnen, Mike Powell and Glenn Southam join The Recruiters Hangout to discuss The Modern Recruiter: Content Creator, Story Teller And Advert Writer?
The #RecHangout is hosted by Alan Whitford (RCEuro / Abtech Partnership), Louis Welcomme (Colleague Software),Mark Stephens (The Recruitment Alliance / Smart Recruit Online) and Louise Triance (UK Recruiter).
Find out more about the
#RecHangout https://www.colleaguesoftware.com/webinars/
Is recruiting a sales job… is recruitment still a sales business? #RecHangout...Colleague Software
The #RecHangout Highlights from - 'Is recruiting a sales job… is recruitment still a sales business?'
The top takeaways from Roy Ripper, Mitch Sullivan, Brad Shackleton, Mark Stephens and Alan Whitford.
Watch previous episodes and find out more at: https://www.colleaguesoftware.com/webinars
How are recruitment businesses attracting, retaining and engaging their talen...Colleague Software
How are recruitment businesses attracting, engaging and retaining their talent? The annual 'Sunday Times Best 100 Small Companies to Work For' #RecHangout special.
We were joined by three recruitment leaders whose businesses made the Best 100 Small Companies to Work For List 2015:
Adam Metherell - Commericial Director at ChapmanBlack
Graeme Hubert - Co-founder of Consol Partners
Kieran Behan - Managing Director at Phaidon International
How to build a strong brand for your recruitment business #RecHangout HighlightsColleague Software
The highlights from the Recruiters Hangout - How to build a strong brand for your recruitment business, 5th March 2015.
The #RecHangout is hosted by Alan Whitford (RCEuro / Abtech Partnership), Louis Welcomme (Colleague Software),Mark Stephens (The Recruitment Alliance / Smart Recruit Online) and Louise Triance (UK Recruiter).
Our guests:
Russell Amerasekera – Personal Branding Expert at Epiphany.
Paul Sharpe – Marketing and Sales Director at niche recruitment business, InterQuest Group PLC.
Clair Bush – Marketing Director at recruitment technology business, Broadbean.
Felix Wetzel – Marketing Executive, advisor to Candarine and eiTalent. Formerly at Jobrapido, Evenbase and JobSite.
LinkedIn Groups might be more beneficial than you think. If you're thinking of walking away from your LI group, or don't think they are worth the time, check out why we think they are a necessity.
Read the full article here: https://bit.ly/2n7aNKL
Interested in getting more leads, clients, and referrals from LinkedIn?
Sign up for our Advanced LinkedIn Masterclass here: https://bit.ly/2u1bN73
This was a webinar conducted for SHRM targeted at small businesses who need to recruit top talent without a brand name or a big budget. These tactics are not revolutionary but demonstrate how small businesses have to scale efforts to allow them to compete with the big guys.
Mastering Millennials: How to Effectively Communicate with this GenerationUrbanBound
Communication is important and incredibly significant to Millennials—especially in the workplace—and their approach to it is pretty different than what a lot of us are used to.
While it can seem overwhelming to take on a whole new approach to communication, if you dissect the reasoning behind Millennials’ preferences, the dots will all start to connect. Our SlideShare will dive into how you can accomplish this.
[For more in-depth information, check out our eBook here: http://resources.urbanbound.com/ebook-how-to-communicate-with-millennials]
Glen Cathey, Cathey Advisory Group
Are you interested in learning how to maximize your sourcing and recruiting ROI? In this session, Glen Cathey, senior talent acquisition leader and author of BooleanBlackBelt.com, will dive into 3 areas of opportunity for you to significantly increase your sourcing and recruiting effectiveness:
Hacking human capital data: how to search LinkedIn to find more of the right people more effectively and increase response rates.
Human hacking: how to leverage social engineering to earn a higher response rate on your outreach efforts, how to convert passive candidates into active candidates and how to increase referrals.
Hacking time: a simple yet highly effective strategy for working smarter to increase your sourcing and recruiting productivity.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
We live in times where people can claim many things ,I wanted to offer some detailed back up to add credibility to my involvement. The Power Point was prepared for Senior Management at Indymac Bank as they looked to have me expand out of a total Recruitment role into the long term development of the 1500 + national sales force. You will note that the testimonials come from a very broad spectrum of people including the Head of Mergers and Acquisitions , Presidents of outside companies as well as the ground level team members.
ImaginativeHR's e-bulletins explore what's new and innovative in HR and talent management.
We are delighted to include you in the distribution of the November 2014 ImaginativeHR e-bulletin.
Networking as a Sales Tool - 5 Sure-Fire Steps to Increase Sales SuccessThe Chief Storyteller
Generally, a networking event is one big blind date. You never know who you will meet next. Networking is all about the deliberate development of professional relationships. Just as with personal dating, business dating takes time. You wouldn’t expect to get married on the first date. The same holds true with networking. Here are five sure-fire steps to make your networking more focused and effective to capitalize on opportunities, eliminate distractions, and increase your sales and development success.
Better Blogging for Better Results - 8 Tips to Generate Opportunities from Bl...The Chief Storyteller
On September 3, 2005, the screaming and shouting stopped. I finally gave in to writing my first blog. Back then, I did not have the appreciation for the power of blogging that I have today. Well-written, organized, and timely blogs offer tremendous benefits. If you look at social media today, blogging is rarely mentioned as a top application. And the irony is that, more likely than not, sites like LinkedIn, Facebook, and Twitter refer back to a blog entry as the source of the information. Here are 8 tips to generate more opportunities to connect quickly to your target audiences.
15 Social Media Job Search Tips from Recruiting & HR Experts Workology
Social media is a great way to build a personal brand. It's also a great way to end your professional career. 15 recruiters and HR experts weigh in on how to use social media effectively to get the attention of a potential employer and land that job interview.
These slides are supplementary material for a SXSW presentation called "Resumes Suck! 7 Ways to Get a Job in Social Media" with Jessica Miller-Merrell and Carlos Gil.
This paper is a helpful guide to Brand Managers and C-level executives looking to make a more informed decision prior to beginning a relationship with their next agency. As they begin the process, they’ll hear a variety of arguments on why certain agencies should be selected for their branding efforts, but this paper helps such decision-makers not only identify certain arguments from agencies that are thin on substance and the reality that exists in place of each myth, but the suggested solution to keep the search and selection process on task, focused and to the company’s end benefit.
LinkedIn Groups might be more beneficial than you think. If you're thinking of walking away from your LI group, or don't think they are worth the time, check out why we think they are a necessity.
Read the full article here: https://bit.ly/2n7aNKL
Interested in getting more leads, clients, and referrals from LinkedIn?
Sign up for our Advanced LinkedIn Masterclass here: https://bit.ly/2u1bN73
This was a webinar conducted for SHRM targeted at small businesses who need to recruit top talent without a brand name or a big budget. These tactics are not revolutionary but demonstrate how small businesses have to scale efforts to allow them to compete with the big guys.
Mastering Millennials: How to Effectively Communicate with this GenerationUrbanBound
Communication is important and incredibly significant to Millennials—especially in the workplace—and their approach to it is pretty different than what a lot of us are used to.
While it can seem overwhelming to take on a whole new approach to communication, if you dissect the reasoning behind Millennials’ preferences, the dots will all start to connect. Our SlideShare will dive into how you can accomplish this.
[For more in-depth information, check out our eBook here: http://resources.urbanbound.com/ebook-how-to-communicate-with-millennials]
Glen Cathey, Cathey Advisory Group
Are you interested in learning how to maximize your sourcing and recruiting ROI? In this session, Glen Cathey, senior talent acquisition leader and author of BooleanBlackBelt.com, will dive into 3 areas of opportunity for you to significantly increase your sourcing and recruiting effectiveness:
Hacking human capital data: how to search LinkedIn to find more of the right people more effectively and increase response rates.
Human hacking: how to leverage social engineering to earn a higher response rate on your outreach efforts, how to convert passive candidates into active candidates and how to increase referrals.
Hacking time: a simple yet highly effective strategy for working smarter to increase your sourcing and recruiting productivity.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
We live in times where people can claim many things ,I wanted to offer some detailed back up to add credibility to my involvement. The Power Point was prepared for Senior Management at Indymac Bank as they looked to have me expand out of a total Recruitment role into the long term development of the 1500 + national sales force. You will note that the testimonials come from a very broad spectrum of people including the Head of Mergers and Acquisitions , Presidents of outside companies as well as the ground level team members.
ImaginativeHR's e-bulletins explore what's new and innovative in HR and talent management.
We are delighted to include you in the distribution of the November 2014 ImaginativeHR e-bulletin.
Networking as a Sales Tool - 5 Sure-Fire Steps to Increase Sales SuccessThe Chief Storyteller
Generally, a networking event is one big blind date. You never know who you will meet next. Networking is all about the deliberate development of professional relationships. Just as with personal dating, business dating takes time. You wouldn’t expect to get married on the first date. The same holds true with networking. Here are five sure-fire steps to make your networking more focused and effective to capitalize on opportunities, eliminate distractions, and increase your sales and development success.
Better Blogging for Better Results - 8 Tips to Generate Opportunities from Bl...The Chief Storyteller
On September 3, 2005, the screaming and shouting stopped. I finally gave in to writing my first blog. Back then, I did not have the appreciation for the power of blogging that I have today. Well-written, organized, and timely blogs offer tremendous benefits. If you look at social media today, blogging is rarely mentioned as a top application. And the irony is that, more likely than not, sites like LinkedIn, Facebook, and Twitter refer back to a blog entry as the source of the information. Here are 8 tips to generate more opportunities to connect quickly to your target audiences.
15 Social Media Job Search Tips from Recruiting & HR Experts Workology
Social media is a great way to build a personal brand. It's also a great way to end your professional career. 15 recruiters and HR experts weigh in on how to use social media effectively to get the attention of a potential employer and land that job interview.
These slides are supplementary material for a SXSW presentation called "Resumes Suck! 7 Ways to Get a Job in Social Media" with Jessica Miller-Merrell and Carlos Gil.
This paper is a helpful guide to Brand Managers and C-level executives looking to make a more informed decision prior to beginning a relationship with their next agency. As they begin the process, they’ll hear a variety of arguments on why certain agencies should be selected for their branding efforts, but this paper helps such decision-makers not only identify certain arguments from agencies that are thin on substance and the reality that exists in place of each myth, but the suggested solution to keep the search and selection process on task, focused and to the company’s end benefit.
Talent leaders gathered from around the globe to learn and share recruiting best practices. Here are some of the most inspirational stories and soundbites heard at Talent Connect San Francisco and London.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
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.
Five Steps to a world class onboarding program presentationEmilyBennington
Onboarding is gaining a lot of traction in business lately – and for good reason. When implemented effectively, onboarding programs have been proven to dramatically reduce expenses by helping your new staff assimilate faster, stay longer, and deliver better. For mid-to-senior level managers who want to learn how it works - including best practices from companies that are getting it right – this presentation is a must-attend. Emily Bennington, coauthor of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job, will show you how to design and implement a successful onboarding program for your intern and new grad hires that will address both YOUR organizational goals and THEIR career planning needs. You’ve made a significant investment recruiting top talent, right? So keep the promise you’ve made during the hiring cycle and give them the best possible chance to succeed in your organization FROM BEFORE DAY ONE.
Clever Hacks for Hiring – June 2016 LondonLever Inc.
Valuable recruiting tips on the topics of how to write reachouts well; how to create a human candidate experience; and how to punch above your weight in employer branding, courtesy of Talentful, Lost My Name and Lever.
This journal can be done as a stand-alone journal or in .docxglennf2
This journal can be done as a stand-alone journal or in conjunction with an article.
Read an article on aligning interests with a career. For example:
“When I Grow Up: Lessons scientists would share with their younger selves”
Journal #1: What career interests you the most and why? Explain in
detail your career interest and tell why you feel that you would be
successful in your chosen field.
6 soft skills everyone needs and employers look for
Technical skills may get you an interview, but these six soft skills will get you the job.
By Larry Buhl
In a 2008 survey of more than 2,000 businesses in the state of Washington, employers said entry-level
workers in a variety of professions were lacking in several areas, including problem solving, conflict resolution
and critical observation.
You'll likely see these "soft skills" popping up in job descriptions, next to demands for technical qualifications.
Employment experts agree that tech skills may get you an interview, but these soft skills will get you the job—
and help you keep it:
Communication skills
This doesn't mean you have to be a brilliant orator or writer. It does mean you have to express yourself well,
whether it's writing a coherent memo, persuading others with a presentation or just being able to calmly explain
to a team member what you need.
Teamwork and collaboration
Employers want employees who play well with others—who can effectively work as part of a team. "That
means sometimes being a leader, sometimes being a good follower, monitoring the progress, meeting
deadlines and working with others across the organization to achieve a common goal," says Lynne Sarikas,
the MBA Career Center Director at Northeastern University.
Adaptability
This is especially important for more-seasoned professionals to demonstrate, to counter the (often erroneous)
opinion that older workers are too set in their ways. "To succeed in most organizations, you need to have a
passion for learning and the ability to continue to grow and stretch your skills to adapt to the changing needs of
the organization," Sarikas says. "On your resume, on your cover letter and in your interview, explain the ways
you've continued to learn and grow throughout your career."
Problem solving
Be prepared for the "how did you solve a problem?" interview question with several examples, advises Ann
Spoor, managing director of Cave Creek Partners. "Think of specific examples where you solved a tough
Journal #2: What qualities and goals do you have and how do they fit
in with your career interest? Based on the soft skills discussed in this
article, discuss one that is a strength for you and one with which you
struggle. Share your hopes and plans for the next five years.
http://oas.monster.com/RealMedia/ads/click_lx.ads/us.monster.en/career-advice/six-soft-skills-everyone-needs-hot-jobs/913302949/Middle1/default/empty.gif/71416c562f6c616d5332344.
What do you ask someone without experience? - A GradTouch SlideshareLewis Charlesworth
In this presentation we explore how companies from a variety of industries approach the topic of graduate recruitment. After speaking to businesses who have successfully hired graduates , via GradTouch, we learned about their individual approaches and what they find works best.
By carrying out interviews with industry leaders, we can compare, contrast, and offer up parallels and differences which will form vital insights for others within the hiring process.
We spoke to a variety of companies, from industries such as Marketing, Media, Retail, Digital, Sales and Recruitment, all of which have demonstrated different motivations and observations.
The presentation will take us from the application stage, right through to the onboarding part of the recruitment process.
It will be viewed specifically in relation to graduate hiring, in circumstances where the candidate has little or no experience.
How To Get The Most Out Of Recruitment Agencies, Oussama MansourThe HR Observer
There certainly seems to have been a growing sense of informal negativity towards recruitment consultants in the region. A recruitment agency should help speed up the recruitment process and take a significant workload of your plate. The better consultants should be well connected and be able to provide you access to strong candidates that would be otherwise impossible to gain access to. Due to the significant sums of money involved in the recruitment business, this have caused a drastic shift in how some recruitment companies in the middle east approach their clients. Some have abandoned the mature, well informed true consultative approach and instead replaced it with a high volume, sales orientated approach. Others have become CV passers and nothing more. Finding and getting the best out of a recruitment agency, however, requires planning, preparation and determination.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
Leela Srinivasan, Lever
Amanda Bell, Lever
For companies of all sizes in growth mode, hiring is the killer combination of absolutely critical and really hard to get right. In the course of supporting recruiting at hundreds of startups (while also expanding the Lever team at a healthy clip), we’ve learned how to hire well, along with some classic mistakes to avoid. Listen to this fast-paced session packed full of tips to hear how you, too, can hire the right talent to fuel your company’s growth.
Session highlights:
Why it's time to blow up your job descriptions.
Where to source candidates (beyond the obvious places).
How to make hiring a strategic priority internally.
And 10 other hacks!
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
You’ve been retrenched, how to find a jobjune_parker
Information about how to find a job, create a CV (resume) network and tap into the hidden job market. Work with recruiters and be proactive. No need for an outplacement provider
Top Ten Best Practices for Talent Acquisition ClearedJobs.Net
Kathleen Smith, CMO, ClearedJobs.Net presented at the Tidewater Techexpo Business to Government Conference on Top Ten Best Practices for Talent Acquisition. This presentation is focused on small to medium size businesses who can and should engage their business development community along with their talent acquisition community.
2. The % of people
open to changing
jobs has spiked in
the past 4 years.
Yet as a recruiter,
it’s still hard to
convince
candidates to join
your organization.
3. To uncover the best ways
to convince someone to
change jobs, we
interviewed 7 highly
sought after candidates
and 2 expert recruiters.
We asked them for their
best advice on wooing
candidates.
Here’s what they said:
4. How to convince candidates
to take your career
opportunities in 7 steps:
5. Reach Out
Candidates respond when you
personalize your messages by
relating their experiences to
your opportunities.
Step 1:
6. “Sometimes recruiter interactions can feel very
mechanical. It's hard to know what exactly they are
looking for and how they are differentiating between
candidates and opportunities.”
Sung Kim
Financial Planning & Analysis Manager, The Honest Company
More 2015 job changer insights
7. “The recruiter said, ‘You have an interesting LinkedIn
profile.’ He meant my master’s thesis which was about the
London Olympics and thought I’d be a good fit this role.”
Émilie Gauthier
Assistant to the Executive Director of Sport, Canadian Olympic Committee
More 2015 job changer insights
8. “Nobody wants to get a super templatized email. Instead,
focus your attention on sending five or six pointed emails per
day versus playing a numbers game. Make your
communications count; people can feel your genuine
interest that way.”
Alex Caiola
Manager of Corporate Recruiting, SoulCycle
More 2015 job changer insights
9. “There are recruiters who don't run a great process.
Candidates take that as a sign of how things work at that
company. If there are communication lapses that can be a
real turn off for candidates.”
Yoni Lateiner
Nerd / Recruiter, NerdWallet
More 2015 job changer insights
10. Personalize your messages:
Show candidates you’ve
researched their profiles to
ensure they’re a good fit.
Less is more: Fewer
personalized messages gets
better results than more
templatized messages.
Be reliable & fast: Stick to
when you say you’ll follow up.
This builds trust. Respond as
quickly as possible.
1)
2)
3)
11. Brand
Once you start talking to
candidates, they’ll start
researching your organization’s
website and talking to
employees.
Make it easy for them to get
information. Provide
discoverable online content,
polish up your personal brand,
and equip the hiring manager
and employees to be brand
ambassadors.
Step 2:
12. “I did what a lot of people do, I networked. I had three,
separate unrelated connections to this company. There is an
element of risk with any new job, but having informal
conversations with the hiring manager and another employee
outside of the formal interview process made me feel like I
knew what I was getting into.”
Danna Klein
Senior Product Marketing Manager, Mixpo
More 2015 job changer insights
13. “The mission of a company matters to me. I know many
companies have aspirations, but Gilead actually delivers on
theirs. They aren't just satisfied with a drug that makes
people better, they are going for a drug that cures disease.”
Wendy Goretski
Associate Director Business IT – R&D, Gilead Sciences
More 2015 job changer insights
14. “It's great if people do their research online about SoulCycle
and what we're all about. There are plenty of interviews to
watch and read. Julie and Elizabeth do a great job of
conveying our core mission.”
Alex Caiola
Manager of Corporate Recruiting, SoulCycle
More 2015 job changer insights
15. Make their research easy: Make
it easy to discover what it’s like to
work at your organization through
rich online content.
Elevate your recruiter brand:
Ensure your personal brand on
LinkedIn is one candidates will
trust and respect.
Cultivate brand ambassadors:
Enable the hiring managers and
their teams to help you recruit.
Encourage them to seek referrals
on social & professional networks.
1)
2)
3)
16. Listen
Candidates want to feel
understood. Quickly get to
know their career goals.
Then, match them with the
right opportunities.
Step 3:
17. “Listening is the primary thing… I was looking for a startup
opportunity to build a new business, and wasn't particularly
passionate about retail at the time. It was a recruiter that
ultimately found the role that aligned to both my professional
goals and my personal motivations. I was able to jump in and
start K-12 Education for Kindle. It was the perfect landing
spot.”
Dave Vasen
Founder, Brightwheel
(The first mobile platform for early education, serving schools, daycares, and families)
More 2015 job changer insights
18. “Not everyone is going to be a fit, not every job is right for
everyone. Really try to figure out what people want, what
their motivations are – help them talk through that.”
Yoni Lateiner
Nerd / Recruiter, NerdWallet
More 2015 job changer insights
19. Prepare & ask good questions:
What are your career goals? What
are you looking for in a new
company, team, or role?
Test your understanding: Check
whether your role fits their goals and
motivations. If it doesn’t, understand
why not & see if there’s a better role.
Confirm the role is a career move:
If it’s not, it won’t make sense to
move forward. If it is, move the
recruiting process forward with them.
1)
2)
3)
20. Be Honest
Candidates want real
information, not a sales pitch.
Do your homework to give
them an accurate picture of
the organization and role.
Step 4:
21. “Really being honest and candid is important. If a recruiter is
dishonest that potentially leads to attrition and unhappiness.”
Damien McCreath
Senior Assistant Brand Manager, P&G
More 2015 job changer insights
22. “Great recruiters are very transparent about a company.
Nobody is perfect, no company is perfect. Let's talk about the
strengths and the weaknesses, and allow them to make that
call about what to opt in for.”
Yoni Lateiner
Nerd / Recruiter, NerdWallet
More 2015 job changer insights
23. “This is changing someone's life, it's not selling them a car or
a computer. Just be honest. Taking a new job is a huge life
change that someone's livelihood is based on, so it should
never feel like a 'sell'.”
Alex Caiola
Manager of Corporate Recruiting, SoulCycle
More 2015 job changer insights
24. Do your homework on the role:
Learn the projects they’ll do, what
success in the role means, what they’ll
learn, and their potential career path.
Match the role with their goals:
Candidly communicate how the role
may or may not fit the candidate’s
career goals.
Share the good and the bad: Reveal
both positive and negative parts of the
job so candidates they decide for
themselves if they want to opt in.
1)
2)
3)
25. Make
Connections
Candidates learn more when
they can speak with current
employees who are similar to
themselves. Employees can
share the good, the bad, and the
ugly about what it’s really like to
work somewhere.
Step 5:
26. “It is helpful to be connected to people who are currently in
that role or a similar role that I'm applying to or am
interested in.”
Damien McCreath
Senior Assistant Brand Manager, P&G
More 2015 job changer insights
27. “The VP of talent set up several meetings with senior leaders
so that the candidate could get a better sense of where the
company was going and who they were as leaders.”
Yoni Lateiner
Nerd / Recruiter, NerdWallet
More 2015 job changer insights
28. Connect candidates with current
employees: Candidates appreciate
honest advice from those working in
similar roles, with similar career
goals, or similar values.
Ask those employees to give you
feedback: This gives you more
insights into the candidate’s fit.
Build a network of employees
willing to talk to candidates:
Having go-to employees speeds up
the recruiting process.
1)
2)
3)
29. Advocate
Candidates appreciate it when
recruiters help and champion
them once they’ve made the first
cut. If they’re a good fit for the
role, prepare them for the next
steps in the recruiting process.
Help the hiring manager and
their team realize that they’re
talking to a high quality
candidate.
Step 6:
30. “The recruiter sincerely said, ‘We really think you’re a good
candidate, if you do not get this job, we want to find
something else for you.’ It really made me feel that we
were working together.”
Émilie Gauthier
Assistant to the Executive Director of Sport, Canadian Olympic Committee
More 2015 job changer insights
31. “Everyone wants to wait for that one perfect person but that's
just not how it works. You have to help the hiring managers
think about their ‘must-have’ qualities versus where the
candidate can grow.”
Yoni Lateiner
Nerd / Recruiter, NerdWallet
More 2015 job changer insights
32. Fight for your top candidates to be
hired: Help them through the process
by giving them enough information to
prep for interviews.
Help great candidates apply for
another role: Sometimes the candidate
is top notch, but isn’t a fit for one role.
Help them consider another one.
Set hiring manager expectations:
Ask them to consider their “must-haves”
versus where they can take a risk.
1)
2)
3)
33. Follow-up
Expert recruiters recommend
building relationships with
successfully placed candidates.
This will help you assess
whether you did a good job
placing them in the right role. If
you have a good relationship,
you might even be able to rely
on the candidate for referrals or
place them again in the future.
Step 7:
34. “The good recruiters track with you over time and are proud
of what you’ve accomplished. They look out for your career.
This is the type of recruiter that I will hire someday because I
trust they will bring me the type of candidates that I want.”
Stacy Nagata
COO Stealth Film/TV/Digital NewCo
More 2015 job changer insights
35. “It doesn't stop when they say 'yes' to the offer.”
Yoni Lateiner
Nerd / Recruiter, NerdWallet
More 2015 job changer insights
36. “I find it necessary to follow-up because it's important to
make sure they like their new job and they feel invested in
what they are doing.”
Alex Caiola
Manager of Corporate Recruiting, SoulCycle
More 2015 job changer insights
37. Get candidate feedback: This
helps you improve. Is the job what
they expected? Is there anything
they wish they had known sooner?
Do they love what they’re doing?
Stay in touch: This way, you can
go back to them for referrals.
Connect with them: They may be
a great candidate to place again in
the future.
1)
2)
3)
39. Authors
Samuel Jones, Ed.D. ‘17
Director Strategic Initiatives, Wharton
School MBA Career Management
Sam has placed hundreds of MBAs in
the world’s best companies. He also
leads organizational development
projects for the Wharton School. Sam
is completing his doctorate the
University of Pennsylvania.
Erica Marks, M.S.Ed.
Senior Associate Director, Wharton
School MBA Career Management
Erica manages a team that advises
companies on how to recruit Wharton
MBA students. A former Corps
Member with Teach For America, she
regularly interviews prospective
teachers. Erica completed her
Masters degree at the University of
Pennsylvania.
Esther Lee Cruz, MBA
Insights & Content Marketing Manager,
LinkedIn Talent Solutions
Esther enjoys connecting people with
opportunities using her marketing,
analytics, and design chops. She’s
excited to work at the intersection of
recruiting & technology to help people
reach their full potential doing work they
love.
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