Like many industries, the recruiting business over the last handful of years has seen a boost from social media and technology innovations, including mobile, making it more complex and candidates even more segmented across the web.
Build a strong relationship with corporate marketing and leverage thecorporate brand to enhance your employer brand. Work with marketing and corporate social media team to give Recruiting some real estate. (
I’ve spoken to many customers and our sales reps and here is what we’re finding there is a shift that has taken place in the recruiting space – it used to be about automation but that’s really become table stakes now, and what are now seeing is an expectation that recruiting is about business results and finding the best hires is more important than ever. The recruiting process is more collaborative and involves more than just the recruiter, and recruiting needs to take advantage of social networking technologies
For example, We know that millions of job searches now start from Google (or other search engines) every month. To put 300M into perspective… if you tallied up all unique searches on Career builder for a month and put them in a line as if they were candidates – it would stretch from NY to San Diego. , if you do same for the # of Google searches the line would wrap around the world 3 ½ times! The point here is that those search candidates are being missed by most of the recruiting solutions on the market. We also know that 90% of candidates don’t apply the first time they see an interesting job. You have to touch a candidate on average of 7 times before they will make a move towards you. And there is a direct relationship between the complexity of the job and the number of times you have to interact with a candidate - which means for some it can be a lot more than 7. Most of the recruiting solutions on the market today are not even addressing this need to engage and nurture candidates while they are assessing their own fit to your company. Finally, most solutions aren’t really tracking quality of hire. Because Recruiting is part of our suite, we can track hires all the way from the source to how they are performing on the job a year later. This way we can really assess who best fit candidates are, and make the appropriate tweaks to new hiring based on this critical data.
Build a strong relationship with corporate marketing and leverage thecorporate brand to enhance your employer brand. Work with marketing and corporate social media team to give Recruiting some real estate. (
According to Aberdeen’s “2012 Get Smart Report”, 52% of companies admitted to having trouble sourcing enough qualified candidates to fill openings with recruiters feeling increased pressure as well as business leaders to meet company growth objectives.
We believe successful and modern (cutting edge?) recruiting has three distinct phases that are all critically important to ensure that hiring is driving business results. Attract (find), engage and select candidates. Your legacy vendors have focused almost exclusively on the selection piece. But, in order to drive business results, you don’t want to be selecting from a pool of mediocre candidates – you need to be selecting from the best – which means that you need to find (or attract) them, then get them engaged – build a relationship with them before you’re ready to put them through your selection process (or even get them to apply). There are all kinds of new tools on the market to Attract and Engage candidates – post to social sites, optimize Facebook, etc. But they are all disconnected from the process of applying and then selecting candidates. Many or most recruiters are overwhelmed with keeping track of the tools and how to use them, as well as trying to continually justify their sourcing budgets. –
So how do we equip the diver for a successful fishing expedition…Well, one thing we do is provide them the best tool box we can. The model used to look like this – with all the technology in the selection (or bright green) part of the process. But this meant you were focused on just the people who came to you (or a small group that were nurtured haphazarly), which often resulted in a pool of mediocre candidates – not the stellar ones you need to change your company. All the stuff in the grey area (attraction and engagement) was done with disparate tools or through agencies or by shere force of will by extremely good recruiters (who had no life, btw, because doing this is time consuming). The result: lots of busy recruiters, high spend on outsourcers, and very difficult to measure outcomes. –
We think that we have the tools to help you drive business results. We believe successful and modern (cutting edge?) recruiting has three distinct phases that are all critically important to ensure that hiring is driving business results. You need to:Attract (find), engage and select candidates. Your legacy vendors have focused almost exclusively on the selection piece – which made sense when resumes were paper and there were no social channels to find candidates. But, in order to drive business results, you don’t want to be selecting from a pool of mediocre candidates – you need to be selecting from the best – which means that you need to find (or attract) them, then get them engaged – build a relationship with them before you’re ready to put them through your selection process (or even get them to apply). There are all kinds of new tools on the market to Attract and Engage candidates – post to social sites, optimize Facebook, etc. But they are all disconnected from the process of applying and then selecting candidates. Many or most recruiters are overwhelmed with keeping track of the tools and how to use them, as well as trying to continually justify their sourcing budgets. –
According to Aberdeen’s “2012 Get Smart Report”, 52% of companies admitted to having trouble sourcing enough qualified candidates to fill openings with recruiters feeling increased pressure as well as business leaders to meet company growth objectives.