Recruiting In 3D

Back to the Basics: Pure and Simple Candidate Sourcing Tips

Sourcing can be a tricky thing. It’s both an art and a science, and can be defined differently by almost anyone who practices it. It’s not always glamorous, and rarely sees the spotlight. And each practitioner has a methodology that works for them.

The words Back to Basics written on a clear glass wall by a man

It often appears intimidating to those not familiar with things like the deep weband can also be seen as cumbersome and time-consuming to the untrained eye. Those of usfamiliar with the practice often wonder if we’re missing out on something – a new hot tool or a shiny new object. But the question begs to be asked – particularly for new sourcers – Is sourcing all about Boolean strings, cold calling and the hottest new tool to come out of the valley? Is there more we can be doing to pay attention to other areas of sourcing that we do on a normal basis? Read More

Respect Is Reciprocal

respectThere’s quite a bit of chatter about candidate experience these days, and rightfully so. For far too long, candidates would be treated more like a number or a task than a human being, in essence, it’s about respect.

However that has begun to change, and the change is evident by the rise in awareness by recruiters and organizationsSo, while this is a great time of awakening for the rapport between candidates and recruiters, it still has a ways to go before it comes full circle. While I won’t go into the full spectrum of what still needs to happen, I want to provide an example of something that happened to me recently in regard to respect. Read More

Why Reference Checks Need To End

The recruiting industry should be proud of itself. In the last 15 years that I’ve been fortunate to be a recruiter, I’ve spent time on the agency side, in-house corporate roles, and as a consultant (a real one, not the unemployed kind). I’ve been privy to seeing a number of amazing technological transformations in this industry that really only come along once in a generation. I’m constantly amazed – if not a little overwhelmed – at all the tools and technology we have at our disposal. We’ve been able to eliminate a lot of manual processes and busy work.

However, I’m mystified at the reluctance of companies in virtually every industry to begin moving away from one of the oldest, most useless processes HR and recruiting have ever embraced, the reference checking process. Yep, I think reference checks are garbage. And yes, while you may still need to do them and , they are about as useful as a North Face parka in Oahu…. ever. Read More

Counteroffers In The Candidate-Driven Market

In what has shifted to a very clear candidate-driven market, candidates have more opportunity for choice among the offers they are fielding. At a quick glance, this is great news for those who have been slogging through a difficult last few years. Since the recession took hold, the market has been largely employer-driven, giving companies the opportunity to be selective about who they bring on board.

A deeper look uncovers a much more unwelcome trend. As with any candidate-driven market, the incidence of candidates accepting counteroffers and/or reneging on offers tends to increase. This is detrimental to both the company hiring and the candidate who experiencing second thoughts. On the company side, there are costs associated with advertising and recruiting for a position. In addition, there is the cost of time spent on interviewing. The interviewing cycle takes time away from completing company initiatives. For those companies, this process needs to begin all over again. Read More

Find Better: Pulling the Trump Card on Monster Changes

This post was originally published on RecruitingDaily on July 16, 2014

 

Monster is at it again.

I want to be clear that this isn’t going to turn into a Monster-bashing. Sorry to disappoint. In fact, I’ve been a consumer of Monster on and off for over 13 years. I think they’ve always had a relatively good baseline product, and (this is anecdotal) tended to have some more relevance in their search results than their major competitors.

Of course, I think there are many things they could do better. What I never understood about them was how for many years they seemed content with just being the biggest, baddest kid on the block.

This month, Monster released the news on some major additions to the core of their platform. This included what seems to be the “debutante ball” for TalentBin, since the Monster acquisition, and the unveiling of Monster Twitter Cards. Also included in the release were the Monster Talent CRM and a whole new branding look and feel. Is this Monster turning the corner after a few uncertain years?

Let’s take a look.

Read More

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