My high school baseball coach used to preach the importance of making the routine plays. His mantra was, “If we focus on the routine plays, the rest will take care of itself.”
The same is true for recruiters. In a time when the industry is bombarded with buzzwords like “social recruiting,” “candidate experience,” and “company brand,” the routine plays can be neglected.
But it’s in these details where you set yourself apart. One such practice is providing feedback to interviewees who are rejected for a job opening. In fact, a 2014 Talent Board study shows only one in five candidates received significant feedback from recruiters or hiring managers after an interview.
As a recruiter, you can’t let this happen. Not if you want to solidify yourself as someone who cares about the candidate experience.
If you were a child of the late 90s like yours truly, there’s a good chance you owned a “___ is Life. The Rest is Just Details” T-shirt.
Mine was baseball. It was off-white by the end of its tenure, soft to the touch from hundreds of washings and hung to my knees fulfilling the unwritten rule that under no circumstance should a parent buy a shirt that actually fits his or her child.
I thought about this T-shirt the other week. I was in Denver listening to John Vlastelica—Founder and Managing Editor of Recruiting Toolbox—speak to a room of recruiters and staffing professionals when he said something that caught my attention.
“Hiring managers care about two things,” he said. “Speed and quality.”
Speed and quality. That’s it. They don’t care how you get there or how many other companies you recruit for or what job board(s) you use. They want positions filled quickly and with the best candidates.
The rest is just…details.
It’s a perfect Monday morning: the coffee is warm, the laptop is on, and you are all set to start the task of the day. It’s quite a time-sensitive one; you need to urgently fill an opening for the web designer post. Let’s see which of these two recruiters get this job done without impeding the progress of their perfect Monday.
Over the, the workplace has changed dramatically thanks to technology. Technology is incredibly , but fast paced and ever advancing nature makes keeping up with its movements incredibly difficult.
Today, recruiters and HRs utilize online platforms like no other. The number of job advertisements and applications continuing to rise in the making it more difficult for companies to attract the right candidates to their vacancies. Engaging with candidates online is imperative if you want to be recognized as an employer of choice.
However with so many developments happening in the “tech” sphere which tools should you use to captivate the right candidates? Here are three key tools that should be part of your digital toolbox.
Online Job boards may now be considered the older sibling to social media but they still serve a significant purpose in the recruitment process. Unlike social media users and visitors to your website, those who browse job boards are there for one reason and one reason only: to find their next role. Those utilizing job boards such as glassdoor.com, LinkedIn and Indeed are most likely going to be active job seekers so a presence on these platforms increases your exposure to more candidates ensuring that you have the pick of the bunch when it comes to shortlisting.
The age old story of the tortoise and the hare is passé; today it’s a rat race and the slow and steady often fall behind to give way for the faster ones. It’s no different in the recruitment world too! The finish line is not drawn when you find the perfect candidate; you are still a long way from snagging them. It is a tight race, from spotting the candidate, communicating with them, evaluating them, getting them approved and finally on board. Many a recruiter has lost valuable candidates due to the cracks in the system – unimaginative user interface, manual processes, and complex workflows; the list is many.
With every new feature that Zoho Recruit rolls out, we hope to maintain our lead in the race and make the customer’s work life easier. The latest to come out of the Recruit lab is sure to put a smile on the face of both the recruiter and client. Introducing the new Candidate Review Form.
Take a moment and think back to the last time you looked for a job. The last time you navigated a company’s career site. The last time you filled out an application and waited patiently for a response. (Okay, maybe you weren’t that patient).
How was the experience? Do you remember feeling frustrated or lost? Could you pinpoint the company’s career page? Did the application have more blanks than a Wheel of Fortune Bonus Puzzle without “RSTLNE” or more instructions than the board game “Risky Settlers Knights and Allies of the Lords’ Dominions of Earth: Pandemic Edition?”
Positive or negative, a candidate’s perception of a company can change based on the application and recruiting process. As recruiters, we can no longer ignore the candidate experience or treat it as an afterthought.
Remember the days of writing a letter to Santa Claus? When you’d sit down with your computer or pen and paper and make a list of everything you wanted for Christmas.
Kids all over the world send letters to Santa ever year. In 2013, the Universal Postal Union expected to receive more than seven million letters from 192 countries addressed to Santa (or his cultural equivalents). That’s a lot of mail for one man.
As an adult the days of writing to Santa but that doesn’t mean you stop wishing. It just means those wish lists are more…practical.