website-checklist

To me, finding candidates is an adventure. It isn’t post-and-pray and it isn’t actively search for candidates for the first 48 hours and then hope the post-and-pray pays off if the search didn’t come up with anything.

A candidate search is an adventure. It is a way to navigate through all sorts of channels and hurdles to find the right individual(s) but recruiters still need to do the basics. There isn’t a need to go straight to the advanced search options every time. Sometimes you need to revisit the basics so let’s touch on the first two phases.

Doing the basics

  • Post the job
  • Search your ATS
  • Search the job boards for which you have licenses

Turn up the heat

  • LinkedIn
  • Networking
  • Boolean searches
  • Social media sites

This is a basic recruitment roadmap that should be implemented with every new requisition. Will yours look different? I certainly hope so. This is a basic template but you need to add in the specific resources available and the timelines before escalating to the next steps.

This is pretty basic stuff for recruiters, yet I am surprised at how many don’t have an actual plan on how to attack an open requisition. There is a lot of repeat processes and searches that happen and not much creativity.

These 7, basic steps, are nothing new and nothing earth shattering to read. But they are the foundation for recruiting. Add to this however you like and grow your resources to maximize your search focal points.

Good luck and happy hunting.

 

 

 

Image Credit

{ 0 comments }

thanks 4 listening

We have all been there. You are having a conversation with someone about any given subject (family, friends, errands, to-do or even work) and you feel like you made your point and communicated effectively and left the conversation feeling as if there was closure. You both walk away understanding.

The very next day it is as if you didn’t have that conversation at all. Redundant questions lead to having the exact same conversation the next day.

  • Active listening is important.
  • Asking for clarification is important.
  • Walking away not understanding the information is terrible.

All too often we assume too much. We assume our information is conveyed.

As the listener, we are afraid to ask for clarification. We “think” we have the information but we really don’t understand the task or information at hand.

Active listening is a critical skill in business, in HR and in recruitment. We must understand what needs to be accomplished and the task at hand and the timeline.

It’s respectful. It’s important. Put your cell phone down. Listen to the conversation. Get it right the first time.

It’s the right thing to do.

 

 

 

 

Image Credit 

{ 0 comments }

5 Tools That Make a Hiring Manager’s Life Easier

April 4, 2014

What could your company do with an extra $15,000? That’s how much a bad hire who earns $50,000 a year can cost your company during his or her first year, according to this article by LinkedIn influencer and CEO of Hootsuite Ryan Holmes. As hiring manager, it’s vital you avoid that kind of mistake while […]

Read the full article →

Job Applicants are not Mobile Ready

April 1, 2014

Candidates are challenging and pushing companies to move into the mobile careers space. HR and Recruiting are always behind the times with technology advancements as compared to their marketing department brethren, but slowly but surely we make it there. As companies adapt to the mobile apply or easy apply process, I often wonder if the […]

Read the full article →

Why you need to be on Mobile – INFOGRAPHIC

March 27, 2014

(please note that if you cannot see the image, please click here: http://ow.ly/i/53fWO or http://ow.ly/i/53fWO/original)

Read the full article →

5 New Work Perks Milliennials Love

March 25, 2014

A 2013 survey by oDesk and Millennial Branding uncovered that Millennials value an entrepreneurial spirit, and as many as 72 percent dream of quitting their day jobs for opportunities that allow for greater freedom and self-expression. While this may sound like bad news for employers, creative thinking and perks that accommodate Millennials’ needs can help […]

Read the full article →

Backing Up on Basic Boolean

March 5, 2014

It was brought to my attention that my earlier post on Basic Boolean may have in fact been more advanced Boolean than I had thought. I forget that sometime understanding and using operators like AND, OR, – and NEAR are really the basics of search. Aren’t these really easy though? Is it too much to assume […]

Read the full article →

MOBILE RANT: If You Are Missing Out Then You Might Just Be Lost

February 28, 2014

Mobile websites. Mobile apps. Text messaging. Facebook. Twitter. LinkedIn. If you ask someone in HR or Recruiting what mobile means to them, these are typically the responses you will hear. In fact, you might not even get Facebook, Twitter, LinkedIn or text messaging, but maybe you will (I’ll give the benefit of the doubt on […]

Read the full article →

Basic Boolean

February 14, 2014

I am continually surprised by just how many Recruiters are not comfortable using Boolean searches to find people. Note that I did not say either the term “candidate” or “potential candidate” in that statement. Boolean is more utilized to uncover leads and then talk with them to uncover more leads. Here are a few search […]

Read the full article →

The 2014 Big Game and HR

February 4, 2014

It seems that everyone is quite impressed with the Gwen and GoDaddy commercial. It was epic. Period. That is something that I could never do, but she followed her passion and is making a career which is awesome. Now, what I am a bit surprised about is the lack of buzz surrounding Walmart. Yes, Walmart put […]

Read the full article →