“In Transition” Isn’t Helping You Find a New Job!

Posted on May 17, 2018 by Tim Sackett

I know you’ve seen this on resumes and profiles over the past few years! Someone is looking for work and they title their profile “In Transition”.

Quick – without taking five seconds to think about, be honest, what do you think when someone says, “In Transition” on their resume, cover letter, LI profile, etc.? Put it in the comments!

My guess is, like me, it’s not positive. If it’s not positive, you should remove it from your profiles immediately!

When I read “In Transition” my immediate thought is “why are you in transition? Must not be good! No one wants to be in ‘transition’!” A ‘transition’ can mean many things when it comes to your career. Some of those are positive, but I think the collective will see most of the reasons as negative.

I think the reason I read “In Transition” in a negative light when it comes to talking about careers, is that for me it makes me believe you don’t really know what you want. I’m not ‘in transition’, I’m making a change and this is exactly what I’m looking to do.

Reason’s you might be ‘transitioning’ in your career and now you are looking for another job:

Potential reasons for transitioning:

Retirement from your current role (which many will take as a negative because of age bias)
Completely switching careers (could be a positive, if you’re willing to start at entry level income for the career you’re choosing to go into)
You got fired
You got laid off/company closed
You had your own business, that has ended, now you’re finding your next gig
You took a leave of absence for personal reasons (FMLA, went back to school, child rearing, aging parent, etc.)

So, I’m on record saying that using the phrase, “In Transition” isn’t good for someone seeking a job.

The bigger question than becomes is there a good phrase for people who are out of job and want to get a job that TA pros won’t immediately believe is negative?

I’m not sure there is one, especially if the real reason you’re transitioning is negative! That seems obvious, but you would be shocked at how many messages I get from people ‘in transition’ that are wanting my advice on how to say ‘positively’ they were fired.

My advice is usually to tell the best version of the truth you can come up with, and try to back up that version of the truth is a lot of people who will give you a positive work reference. Ideally, from the place you just left, even if that last job ended in a termination for performance.

What experienced TA pros and hiring managers realize is that not every termination is really do to actual poor performance. Sometimes it’s just a simple personality conflict between the manager you worked for and yourself. That isn’t great, but it’s better than you just couldn’t do the job!

Here are some phrases I might use instead of “In Transition” –

– “I quit my last position because…”

– “I retired from my last position and I’m looking to work “X” number of years in “X” type of position…”

– “I haven’t worked in “X time” because…, and I’m looking for…”

– “I got laid off from my last position…” (This one seems easy, except so many people now use this when they were the only person laid off, but everyone else kept their jobs! That’s not a layoff, that’s just a nice way to get fired! So, you better be able to back this up because great TA pros will find out the truth!)

– “I started my own business. It failed (or it succeeded or I decided it wasn’t for me). I’ve got the entrepreneurial bug out of me and I want to help an organization succeed in the following way…”

So, what do you think TA leaders and pros? Does “In Transition” scare you off of a candidate?

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The Weekly Dose of HR Tech: CareerBuilder Partners with Google Cloud Job Discovery

Posted on May 8, 2018 by Tim Sackett

The week on The Weekly Dose I dig into CareerBuilder’s partnership with Google Cloud Job Discovery and let you know what it means to you as a Recruiting Pro and Leader!

CareerBuilder was one of the early partners with Google in a number of fronts. When Google for Jobs launched, CB was the first TA technology company to work directly with Googles team to build out their job schema and make sure that CB users who were posting jobs on CB would have those jobs show up high on GFJs search results.

CareerBuilder is pushing the relationship even farther with Google and they recently released a case study showing the advantages CB clients are receiving since CB started using Google Cloud’s Job Discovery A.I. and Machine Learning technology. Google wrote a great piece on this relationship and the advances CB users are seeing, check it out!

What does all of this mean to us (Employers posting jobs on CB or employers thinking of using CB)?

– Google knows what and how candidates want to search for jobs, so they built a tool to make this a better experience for candidates. CareerBuilder has also been in the game of wanting to deliver a great search experience for candidates coming to their site to look for jobs as well. When they both came together, it was pretty apparent that CB’s job seekers could benefit from Google’s Job Discovery search.

– CB started testing out Google’s Job Discovery as the backbone of their job search and some amazing things started happening:

40% more views of jobs on CB’s Talent Networks
Candidate application quality increased by 18%
41% increase on actions by candidates on their saved job search results

Why!?

The A.I. and machine learning component of Google’s Job Discovery that is being used by CareerBuilder candidates actually improves the job search for candidates. Less false positives, the technology learns which jobs candidates are clicking on and applying for and then automatically will put more jobs that are closer to the ones you want in front of them.

What you see is less bad volume of candidates, but an increase in qualified candidates for your jobs. So, the partnership of CB and Google has reduced the amount of work it takes a recruiter on any given job by lowering the number of candidates who don’t fit your job and increasing the number that actually does.

One other driving factor around increased quality and relevance is CB’s and Google’s focus on mobile first location search. Most people want to be able to search for jobs based on commutable distance. Prior to Google’s Job Discovery search, this wasn’t as specific as most of us would want, but now people can easily search by very exact distances and times it takes to get to work.

CareerBuilder has been beaten up recently in the media with some moves they’ve made to focus themselves on the future and how things were handled, but in the end, it’s not show-friends, it’s show business, and CB is making the right business moves to ensure their clients are getting what they need.

Go read the Google Case Study, it’s a fascinating piece on why you might want to start looking at investing some of your job posting dollars away from Indeed and test out the Google Job Discovery tech that CareerBuilder is using!

The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market. None of the companies who I highlight are paying me for this promotion. There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find. If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

Want help with your HR & TA Tech company – send me a message about my HR Tech Advisory Board experience.

London/UK Friends! I’m Coming to You in June!! Let’s meet up! #sosuuk

Posted on May 4, 2018 by Tim Sackett

I have something to confess, I’ve never been to Europe! Never! So, a few months ago I put that fact out into my little social world and something amazing came back to me! The Sourcing Summit UK reached out and ask me to come speak at their event in June! And, they made a little video to help promote it:

I can’t wait to come to London and speak at this event! All Americans love British accents, and I’m no different! The accent makes us believe you’re truly brilliant, even if you’re not! Such a recruiting strength! I’ve often said I could start a recruiting company in the states with just recruiters with British accents and we would own the U.S. market!

The other thing I love is building a worldwide network of recruiting and sourcing pros that love what I love!

As I’ve traveled all over the world what I’ve found is that no matter where I go when I’m with people who are passionate about our profession, that is always a good time! We get to nerd out together and learn from each other, and it brings this giant community down to size and makes it very personal!

So, let’s do this! Come see me and all the other great speakers at the Sourcing Summit UK on June 20th and 21st

Can’t wait to meet you in person!

How Hard is it for Candidates to Find Your Jobs on your Career Site?

Posted on May 2, 2018 by Tim Sackett

The other day I got contacted by a large enterprise level TA leader. She had a major problem about to hit them. They had to hire thousands of people and she was hoping I could tell her which chatbot to use to help them.

Sweet! I love TA Tech, let’s talk about some of my favorites!

I pulled up their corporate site because I wanted to see what ATS they used and just check out the career site.

This is where I found her first problem! The first problem was I had to search to find out how to find their jobs! Like four clicks deep into the corporate website before I could even begin a job search, let alone apply.

There is only one right place for candidates to find jobs on your corporate website. It’s at the top of the page, the same exact place where you find things like: Home, Company, Products, Search, etc. If you’re making candidates scroll down to the bottom of your site, you don’t care about talent. If you’re making candidates search to find “Careers” on your site, you don’t care about talent.

You know who you are. “Well, Tim, we put “careers” under the “About” tab because we want our products front and center!” Nice! So, those candidates you desperately need now have to go on a snipe hunt to find out how to apply for your jobs!? How’s that working out for you? Or you make the scroll down fourteen feet to the bottom where you put things like “investor relations”, “contact information”, “press inquiries”, “Legal Notices”, etc.

The most innovative companies in talent acquisition have ‘finding’ their jobs down to one click. You pull up their page and it says something like “Jobs!” or “Apply Now” or “Careers” in the top right corner of the website. Sometimes there is even a button along in the corner to make it even easier for candidates to spot.

When a candidate clicks on that top of the page, right corner link they are instantly taken to a page that allows them to search. No more clicking around, no more searching for how the hell they can find which jobs you have open. It’s right there. One click.

It’s pretty common for me to visit a large brand corporate homepage and it will take me 4-7 clicks before I can actually search their jobs. If you ever want to know where TA falls in the order of importance in your organization, just count the clicks. The more you click, the less influence TA has in your organization. It’s fairly unscientific, but I find this little measure almost always works out.

So, my new TA friend was looking for a chatbot but didn’t really need a chatbot. Well, at least not yet. Foundational blocking and tackling of TA can do wonders for helping you hire. If it takes me four or five clicks to find your jobs, you’re in trouble. If you make me search around your site on how the hell I apply, I leave and go someplace else.

I know that 90% of know this, but almost 50% of organizations can’t figure this out. Why? Because we as TA leaders aren’t going to our executive team and telling them, “Hey, idiots! We are losing 67% of our candidate traffic because some moron in marketing doesn’t like how “Jobs” looks on our corporate website in the righthand upper corner! Can we stop being stupid and do the right thing?”

I know selling our stuff is important, but if we can’t fill jobs, we won’t have stuff to sell. I know putting our employment brand out front is important, but why are we creating a search game for candidates to solve to just apply for our jobs?

Simple Tip to Share with Your Executive Team: Hiding how a candidate can apply for our jobs, doesn’t actually help us fill jobs!

So, where do candidates find your jobs on your corporate homepage?

The Life Span of a Crappy Recruiter!

Posted on April 16, 2018 by Tim Sackett

I have to give credit where credit is due, and Aerotek is the one that originally discovered how long it takes to figure out you suck as a recruiter! It’s right around 9-14 months. The TA world is littered with people who have worked at Aerotek for 9-14 months! If you’ve spent 13 minutes in Talent Acquisition on either the corporate or agency side, you’ve seen a ton of these resumes.

Just having recruiting experience, especially IT or Technical, can guarantee you a recruiting career for at least ten years or more, even if you are completely awful at recruiting! As a President of a recruiting firm, and someone who has run corporate TA shops for years, I see these candidates come across my desk on a weekly basis:

A crappy Recruiter looks like this:

1. First Recruiting job right out of college, working for a big agency recruiting sweatshop and this position lasts 9-12 months. They left because “they didn’t agree with the management style” of said agency. The truth is they weren’t meeting their goals, but we give them a pass because these sweatshops churn and burn through people.

2. The next gig is usually another agency or small corporate recruitment gig. This one usually lasts under 9 months. It’s more of the same, they couldn’t do it the first time, what makes you think they’ll do it for you!?

3. Now, if they’re smart, they jumped from the second gig before getting fired to a very large corporate gig where they have so many recruiters they truly have no idea what they actually do, this will buy you at least 24 months before you’re discovered as a recruiting fraud. In these big organizations you don’t even recruit, just post and pray, anyway, so you should be able to survive.

4. Big organizations finally figured out you’re worthless, but you now know the game, so you leveraged this big corporate name on your resume into your next gig, this time as a senior recruiter, with another big firm who wants you to sell out your last firm and all their recruiting secret. The big secret is, you have no idea, and the last big org gig you had, well, they had no idea. Once you run out of fake secrets to share, you’ll be kicked to the curb, so start looking for a recruiting manager gig in about 18 months.

5. You jump at the first recruitment manager gig you’re offered. A mid-sized firm, who loves your big company experience and can’t wait for you to save them from themselves. They have super high expectations on what you’re going to do for them, this is not good for you, remember, you suck at recruiting! You’re gone in 9 months.

6. Welcome back to the agency world! You will now bounce around these companies for a while, selling the fact you have ‘contacts’ at big companies of which agency owners want to get into. You’re now 8-10 years into your Recruiting career, and you’re an awful, crappy recruiter.

If you’re truly lucky as a crappy recruiter you’ll fall into some recruiting gig with a college or university or some other sort of fake, non-profit. Those are like wastelands for crappy recruiters. Absolutely no expectations that you’ll do anything of value, just show up, collect a check and follow a process. It’s never your fault, and hey, they don’t want you to move to fast anyway!

Beware TA leaders. There’s a reason a recruiter has had 4 – 6+ jobs in ten years, and it’s not because they’re good at recruiting! The best recruiters don’t move around because they’re so valuable the organizations they work for won’t let them leave! If you’re crappy, people are hoping you leave and take your crappy recruiting skills to your competition!

Things I Learned at Greenhouse OPEN #ghOPEN

Posted on April 4, 2018 by Tim Sackett

Hey gang!

I’m on the road this week at the Greenhouse OPEN. What’s Greenhouse? It’s one of the top ATSs on the planet – but you already know that if you read my blog!

The Greenhouse OPEN is basically their user conference, where Greenhouse users and those considering using Greenhouse come together as Talent Acquisition Pros and Leaders to experience great recruiting related content from a corporate TA point of view.

I love attending conferences with great TA content, and Greenhouse has done a really great job growing this conference to 1,000 participants. You know it’s good TA content when it doesn’t matter if you use Greenhouse or not, to get a ton out of the sessions.

Also, being that Greenhouse is designed for corporate TA, and not having third-party recruiters in the room, you really get a ton of great sharing and conversation taking place between attendees.

Here’s some cool stuff I learned:

– Some organizations are using very specific, un-produced video, to source candidates! How? Instead of sending a candidate a blind email or text, the recruiter takes their iPhone and records a quick video to the specific person they want and sends them the link to watch. “Hey Tim, I found you and want to talk to you about…Here’s why you would be great…Etc.” The response rate from the organization using this is super high, as you can imagine.

– Organizations are worried about Recruiter Experience! You know what, you do not want your hiring process to suck for candidates. We all get that 100%! But, what about your recruiters? Does it suck to work as a recruiter in your environment? If it does, that might be worse for your organization in attracting talent, then if your CX sucks. We tend not to even give this concept of Recruiter Experience any thought at all, but we should!

– Across all industries, text response rates from candidates are running 70%-ish, in all kinds of roles from hourly to salaried, tech to healthcare. Texting candidates keep coming up as either something organizations can’t live without, or something they are not using, and don’t want to use. I find this really strange, as it seems like it’s a form of communication that everyone is using. Being able to have etiquette and rules of engagement are important.

– Not all employee referrals are created equal. Great employees are more likely to refer great referrals. Bad employees are more likely to refer bad employees. You don’t want bad referrals, so it’s best to have a program that allows you to segment and know who is providing you with your best referrals. Manually, this is difficult, but with technology like Greenhouse and Teamable, you can start to get a real sense of who should be referring more in your environment.

I’m going to keep advocating that you find ways to spend more time with other TA pros and leaders. We learn from each other when we are in safe, and encouraging environments to share. Does that have to be at a conference in New York? Nope. It’s great if you get the chance, but you can also start or find local outlets for groups of peers to get together.

I love that Greenhouse and others are showing the industry the way, and I thank them for bringing so many great and giving TA pros together. Such a powerful way to learn and develop as a professional!

The Weekly Dose of HR Tech – @Flash_Recruit – Live Chat for Recruiting

Posted on March 27, 2018 by Tim Sackett

The week on the Weekly Dose I review the recruiting chat application FlashRecruit. FlashRecruit built a technology for recruiting that everyone is already familiar with and comfortable with. It’s not a chatbot, but a real-time messaging application your recruiting team can use to connect with candidates when they are engaging with your employment brand.

FlashRecruit Live Chat connects qualified candidates to recruiters everywhere they post their jobs: career sites, job boards, social media, and email campaigns. It allows you to use Intelligent Screening to ensure quality and easily screen a candidate in or out of your process. The value of FlashRecruit to your recruiting team is its ease and simplicity of use!

Not only can the chat window pop up for candidates who are on your career site, but you can also link to the FlashRecruit live chat function in sourcing emails, and various other recruitment marketing campaigns. A candidate can easily click to ‘chat live with a recruiter now’ and it will open up the application and start the chat. FlashRecruit has seen engagement with email campaigns go from 9% to 36.9% by adding in the option for candidates to do a live chat!

What I like about FlashRecruit:

– It fits seamlessly into your current recruiting process. You can add the application, and your recruiters get a notice that a candidate wants to chat. FlashRecruit gives recruiters the option of ‘being away from my desk’ communications (or after hours, lunches, etc.). So, your team can turn on and off the ‘live’ ability of the tech.

– It works and it’s inexpensive! Quite simply, we live in a world where people want to ask a question and get an answer when they have time to ask the question and not wait. It might be the biggest complaint candidates have about recruiting in general, and FlashRecruit solves that main issue.

– It integrates into whatever process you’re using, and you can use it sourcing and recruiting campaigns for higher reply rates – just this makes it exciting!

– On average, FlashRecruit users see that candidates ask 2.5 questions. So, this isn’t something that will overwhelm your team, but actually, allow them, and the candidate, to screen themselves out quickly by just asking a couple clarifying questions.

– Recruiters can use this across platforms, so if you have a super hard to fill position, and the recruiter chooses to have the chat on 24/7 so they can interact with that one candidate who might have interest on a Sunday afternoon – they can choose to do that. Or they can set it to out of office and create custom messaging for those candidates who try to connect after hours.

Currently, FlashRecruit is primarily working with staffing companies, but this application can really be used across any talent acquisition function. They started with staffing because for the most part staffing recruiters are more willing to give this access to candidates, but I’m finding more and more corporate TA shops who are also opening this up to better their candidate experience.

If you haven’t seen this type of technology you should be taking a look and demoing FlashRecruit. We know that younger generations of candidates engage with this type of messaging at a high rate, and I would not be shocked if this becomes a standard option in many ATS platforms down the road. FlashRecruit already has built out this integration with Bullhorn.

The One Word Recruiters Use to Describe Themselves That’s a Lie!

Posted on March 5, 2018 by Tim Sackett

Did you catch the article on LinkedIn by Lydia Abbot, The Top 10 Words Recruiters Use to Describe Themselves? If not, go check it out. Lydia is a content marketer for LinkedIn and she puts out some good stuff based on inside data LI data.

In this piece, she basically gave us the Top 10 words recruiters use to describe themselves (based on LI data):

I’ve been a recruiter for a long or worked in talent acquisition for a long time. I think I would say most of these words are pretty good. I want my recruiters to be experienced, skilled, passionate, motivated, etc.

The number 1 word is “Specialized”, it’s also the number 1 word that recruiters describe themselves, that’s almost always a lie!

“Specialized” isn’t really a word recruiters want to use to describe themselves. It’s the word that “You” want them to use to describe themselves!

Here’s what happens. You have a super important opening to fill. The leader of that group wants to ensure ‘you’ don’t screw it up. Since you don’t have anyone on your team that ‘specializes’ in the function of this position, she wants you to use an outside firm. A recruiter who ‘specializes’ in the function of this position.

The reality is, there are a few actual recruiters who “specialize” in certain functions. My friend, Stacy Zapar specializes in filling corporate Recruiter positions at The Talent Agency. That’s all she works on. I know a guy in North Carolina who specializes in filling PCB Engineering openings in the Aerospace industry. Those are the only positions he works on, period. That’s specialization.

If you fill “IT” openings or you fill “Accounting” openings. You aren’t a specialist. You don’t have specialization.

Recruiters will tell you they are specialized because that is what you want to believe, but 99% of recruiters are not specialized. They might enjoy a certain focus, like Nursing, or Engineering, or Designers, etc. But those are still very broad fields!

Corporate Hiring Managers and Corporate Talent Acquisition want to believe the recruiters they are using, or the recruiters they are hiring, are specialized, but they’re not. It’s not that they’re lying, it’s that it doesn’t really matter!

My company mostly works on recruiting positions in Engineering and IT. The reality is we train our recruiters to “Recruit”. Give them an engineering opening and they’ll kill it. Give them a Human Resources position to fill and they’ll kill it. If you can recruit, you can recruit.

Does specialization help? It can, if the recruiter is truly specialized. If you have a pipeline of very specific talent. The reality is less than 1% of recruiters will ever even come close to true specialization, yet it’s the #1 word we use to describe ourselves!

So, what do you really want out of a recruiter if we don’t need specialization? Experience for sure helps. The reality is the best recruiters take an interest in the position, the hiring manager, the department, and the company. They’re passionate about the position and can convey that to candidates. Also, they have the skill to uncover and track down talent others can’t.

In recruiting, specialization is oversold and overrated. Whereas actual sourcing and recruiting skills are underrated because we as recruiters do a terrible job of showing how a skilled recruiter is better than an unskilled recruiter!

The Reason You’re Being “Ghosted” After Your Interview!

Posted on March 2, 2018 by Tim Sackett

Dear Timmy,

I recently applied for a position that I’m perfect for! A recruiter from the company contacted me and scheduled me for an interview with the manager. I went, the interview was a little over an hour and it went great! I immediately followed up with an email to the recruiter and the manager thanking them, but since then I’ve heard nothing and it’s been weeks. I’ve sent follow-up emails to both the recruiter and the manager and I’ve gotten no reply.

What should I do? Why do companies do this to candidates? I would rather they just tell me they aren’t interested than have them say nothing at all!

The Ghost Candidate

************************************************************

Dear Ghost,

There are a number of reasons that recruiters and hiring managers ghost candidates and none of them are good! Here’s a short-list of some of these reasons:

– They hated you and hope you go away when they ghost you because, conflict in uncomfortable.

– They like you, but not as much as another candidate they’re trying to talk into the job, but want to leave you on the back burner, but they’re idiots and don’t know how to do this properly.

– They decided to promote someone internally and they don’t care about candidate experience enough to tell you they went another direction.

– They have a completely broken recruitment process and might still be going through it believing you’re just as happy as a pig in shi…

– They think they communicated to you electronically to bug off through their ATS, but they haven’t audited the process to know this isn’t working.

– The recruiter got fired and no one picked up the process.

I would love to tell you that ghosting candidates are a rare thing, but it’s not! It happens all the time! There is never a reason to ghost a candidate, ever! Sometimes I believe candidates get ghosted by recruiters because hiring managers don’t give feedback, but that still isn’t an excuse I would accept, at least tell the candidate that!

Look, I’ve ghosted people. At conference cocktail parties, I’ve been known to ghost my way right back up to my room and go to sleep! When it comes to candidates, I don’t ghost! I would rather tell them the truth so they don’t keep coming back around unless I want them to come back around.

I think most recruiters ghost candidates because they’re over their head in the amount of work they have, and they mean to get back to people, but just don’t have the time. When you’re in the firefighting mode you tend to only communicate with the candidates you want, not the ones you don’t. Is this good practice? Heck, no! But when you’re fighting fires, you do what you have to do to stay alive.

What would I do, if I was you?

Here are a few ideas to try if you really want to know the truth:

1. Send a handwritten letter to the CEO of the company briefly explaining your experience and what outcome you would like.

2. Go on Twitter and in 140 characters send a shot across the bow! “XYZ Co. I interviewed 2 weeks ago and still haven’t heard anything! Can you help me!?” (Will work on Facebook as well!)

3. Write a post about your experience on LinkedIn and tag the recruiter and the recruiter’s boss.

4. Take the hint and go find a company who truly values you and your talent! If the organization and this manager treats candidates like this, imagine how you’ll be treated as an employee?

The Weekly Dose of HR Tech: @Great_Recruiters – Real Time Recruiter Ratings!

Posted on February 13, 2018 by Tim Sackett

This week on The Weekly Dose I review the Recruiter rating technology, Great Recruiters! Great Recruiters is not a yelp-type rating site type of technology. There are some on the market that do that now, but just like Yelp/TripAdvisor/etc. you run into problems with a free market unsolicited feedback sites.

Great Recruiters looked to take what we all want as Talent Acquisition Leaders and make it super simple and fast to gather data about recruiter performance from those who are actually being serviced by that recruiter. Not only does Great Recruiters measure recruiter performance, but it also measures your candidate experience in a real, timely way.

The technology is built to use with any sized recruiting team in virtually any type of recruiting – Corporate, staffing, RPO, you name it. If you have a team of recruiters or one recruiter, you can get feedback instantly from candidates on how your recruiters are doing. Great Recruiters allows you to gather recruiter insights from known candidates (candidates you know the recruiter is working with) and also gives each recruiter a unique url to gather feedback more broadly.

What I like about Great Recruiters:

– Recruiting leaders get a dashboard of their entire team with easy access to all the feedback on each recruiter. In fact, both the TA Leader and the Recruiter get an instant notification when new feedback arrives.

– Great Recruiters gathers both solicited and unsolicited feedback. The first one is what you think, it’s the one-to-one candidate to recruiter relationship. The recruiter works with a candidate, you can easily see that in your ATS, and a survey is sent out to the candidate. The technology also allows you to gather unsolicited feedback as well through a unique url. Maybe you have a recruiter at a career fair and you want to measure that experience.

– Great Recruiters measures five key traits on each recruiter: Are your recruiters Genuine, Responsive, Experienced, an Advisor, and Transparent. 1 to 5 scale, 5 being the best. If your recruiter averages a certain level they can obtain a Great Recruiter rating badge to use on their social profiles.

– There is also a box on each survey for freeform comments, and the data shows that roughly 60% of candidates will add comments. Plus, it also asks each candidate if they have anyone who they would like to refer to the recruiter, with the hope being a great experience will lead to more referrals.

– Great Recruiters does one more really cool thing. Within the dashboard which each recruiter has access to, for their own data, they also have access to a “Knowledgebase” which is a learning tool where your recruiters can capture their best practices and share them within the team.

I feel in love with this technology because I don’t know of one Talent Acquisition leader that is responsible for a team of recruiters who wouldn’t want to use this immediately! It’s the ultimate recruiter performance/feedback tool, that will drive better candidate experience. Plus, it’s a Detroit-based team that put it together!

Clearly, if you run a team of recruiters, let’s say 10+, this is something you need to demo. If you run teams of recruiters at 100+, I would demo and implement as soon as possible, because here’s what I know. About 10% of those recruiters on big teams are just cruising and your managers have no real data to turn them over. This tech will drive recruiter behavior and performance in a way you don’t have currently.

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The Tim Sackett Project

TA & HR Expert, Dad, Backup Point Guard on my over 40 men's team

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