Category Archives: Talent Acquisition

The Big Talent Acquisition Disconnect! #BeBetter

Posted on by
Reply

Do you know why talent acquisition sucks?

Yes!

It’s easy to say “yes” because TA is constantly messing stuff up for no real reason. I mean, there are a lot of reasons, but no reason it should continue for this long.

Case in point. Watch this quick TikTok:

@its_just_talia_ I was clowned by another one… but watch until the end 🤡 #jobsearch #layoffs2023 #jobinterview #careertiktok #careertok #NextLevelDish #socialmediamanager #socialmediamarketing #fyp #foryoupage ♬ Hip Hop with impressive piano sound(793766) – Dusty Sky

Okay, let’s break down all the terrible excuses TA will give us on why they would post this job on LinkedIn but not disposition this candidate before doing this!

1. We have a policy to post open jobs publicly for two weeks before we can offer a candidate.

2. The hiring manager wanted to do a last-minute check to see if anyone else was “fresh” on the market before we moved forward with this candidate.

3. We got this candidate via internal referral, and we need to post it first before we can make an offer.

4. We’re lazy AF and conflict-avoidant and don’t give two sh*ts about our candidate experience.

5. This candidate came to us via a third-party agency, and before we pay that fee, we need to see if we can find someone on our own.

6. We watched this candidate’s TikTok videos and decided we didn’t need that drama on the team.

I’m going to guess #4 is the winner based on my experience, but #6 also could be an option!

The reality is there is no excuse for the recruiter and/or hiring manager of this candidate to, at the very least, give them some insight into why they were posting this job on LinkedIn without saying something to her. Not. One. Reason!

You asked a candidate to devote major time and resources to jump through all of your hoops, which she did. You OWE it to her to give her feedback straight. “Look, Talia, thank you for your effort and professionalism. We’ve decided you aren’t the right fit for us based on “X.” That’s it. She might be pissed, but she’ll be less pissed than seeing the job posted again on LinkedIn the next day and not being told she didn’t get the job.

If you and your company do this. Just know you suck. Not your company, you. You personally suck for allowing this to happen to a person. You shouldn’t be allowed to work in HR or TA in any industry and in any capacity. If you’re a hiring manager and you allow this to happen, you should never be allowed to hire anyone every again for the rest of your life. You’re scum. You’re a bad leader. Turn your keys in.

Come on! Better better!

What Email Subject Lines are Getting the Best Candidate Response?

Posted on by
7

Recruiters love to talk email subject lines! I think I could run my response data every month, and it would easily be my most-read post each month. It’s part of the secret sauce of talent acquisition, especially as ultra-low unemployment continues to make it very difficult for recruiters to get responses for candidates.

G*d Dammit, Tim! Just give us the secret magic subject lines so I can use them!

See? It’s like giving out that first hit for free! You give them a little taste, get them addicted, and now they can’t live without it. You start feeling itchy, so I’ve heard, and you can’t focus on anything but those free guaranteed-to-work subject lines!

Calm down. I got you, baby.

Try these on for size:

  1. “We need to talk” – Like any good subject line, this comes from a place of personal psychology. Usually, when you see this in a message, it’s not a positive thing. Most likely, you’re in trouble, or you’re getting broken up with. Which, like any good subject line, is why this is so good. This gets extremely high open rates because it triggers something personal in people.
  2. <Just Your Last Name> – It still works as well as any subject line I’ve tested over the years. I use this one more than any other subject line in my toolbox, and 60% of the time. It works every time! This works because no one does it, so the person does not view it as spam.
  3. <A question that speaks to someone’s expertise> – This works because most of us have this psychology of wanting to help others and show off all at the same time. “Hold my beer. I need to show this person how smart I am, and make myself feel good that I help others…” A good example of this might be something like: “Tim, Can you help me with a recruiting issue I’m having?”
  4. <Salary Data Subject Line, Personalized> – Why does someone change jobs? Nope. You’re mistaken. It has very little to do with their manager. It’s most likely someone else has shown them they can make more money by making this change. At least, that’s what all “the new” data is showing! “Software Engineers are getting 28% salary increases by making this change.” “A Technical Recruiter in the ATL is making $140K.”
  5. <Anything specifically personalized to the receiver> – If you take 13 seconds to look at the resume or profile of a person you’re emailing, you can get something personal from that information to use. School mascots for men work well because you’re gambling that person is a sports fan of the school they graduated from. Or maybe you saw a post they like some certain professional team. “Go Green!” because I’m a Michigan State fan would get me to open that email every time.

Honestly, most of these subject lines work simply because they just don’t suck. 90% of recruiters still use lame subject lines like “I’ve got a great opportunity I would like to discuss with you” <vomit face emoji>! Actually, the vomit-face emoji alone in your subject would be a great subject line to test!

Try these out and let me know how they work.

Also, if you’ve found one that works great, help a brother out and share it in the comments below!

America’s Greatest Threat is Lack of Labor!

Posted on by
2

America’s Greatest Threat? Lack of Hourly Workers!

I spoke to a group of upcoming high graduates yesterday, and it got me to thinking about the future. I don’t dump on young kids like most people do today. My feeling is we all sucked when we were young. We grew up. Got experienced. And we suck less. But we look at young people and we are shocked they suck at mostly everything. We. All. Did. When. We. Were. Young!

Businesses, big and small are desperate currently for workers. Low-skill, semi-skilled, people who have no skill but are willing to be trained. The hourly rate is anywhere between $12-22/hr. I’ve spoken to companies in every market and industry, many of whom will tell me they’ll hire as many people as they can find, they just can’t find anyone!

Now, I don’t want to get into all the reasons why organizations are struggling to find hourly workers. There are many, and it’s a complex situation that isn’t going away anytime soon. I want to focus on how not having enough hourly workers puts America at a competitive disadvantage in the world.

What Happens When America Can’t Hire Enough Workers?

First, organizations will do what it takes actually to hire talent. They increase wages and benefits, which initially seems like a big win for workers. Businesses will also raise prices to pay for those additional expenses. Say hello to inflation. The supply and demand dynamics of labor all happen fairly quickly.

Organizations will look to become more efficient and add technology that, in the long term, can be a better value than workers. Let’s be honest, this has been happening since the beginning of time, but in times of true pain in hiring, all this speeds up and happens faster than normal. Say hello to the robots!

Companies will offshore more more than they already do to countries with an abundance of hourly workers. China, Mexico, India, and various countries in Africa if they can get politically stable, will gain millions of jobs from organizations looking to sell their products in America. Say hello to more jobs leaving our shores. Also, as we’ve seen with the Pandemic, this will cause further issues with our supply chain in critical times.

What Should We Be Doing In America To Ensure We Have The Hourly Talent We Need?

Okay – I’ve got some ideas. Some you’ll agree with, some you’ll hate, but something has to change. American demographics are not changing. Our labor force is shrinking and we are getting older as a country. We have a crisis staring us in the face, and we are too divided to even see what’s really happening!

  1. Major investment into trades and apprenticeship programs at the high school and post-high school levels. Free College? Screw that. Rich folks can pay for college. Let’s have Free Trades and Apprenticeship programs. Let’s start these in Junior High and High School and continue their post-high school. Let’s have 22-year-old kids making $40-60K a year in skilled occupations.
  2. Blow up public education as we know it. It’s broken. Can we all admit to this? About 70% of kids are not college kids, but we force them down the path of college. Let’s have public education that promotes our best and brightest but also promotes kids who want to work with their hands, who want to work in the arts, etc. If we are the most powerful country on earth, why can’t we have multiple avenues for our kids, whether they are rich or poor?
  3. Encourage our children to once again be firefighters, police officers, home builders, big truck operators, cooks, delivery drivers, etc. Both boys and girls. I was struck when I was in Australia how many construction workers and road workers were female. You rarely see that in America. Our children should feel proud to have an occupation that is helping their community and others, but instead, we, as parents, talk down these occupations. Our children are constantly listening.
  4. Open the Mexican border. Uh oh, he didn’t just say that!? Yeah, you know who has millions of people who want the jobs that Americans don’t want? Mexico. If you don’t want to work that $15/hr job, step aside, there are people that do want those jobs. Plus, actually having a great labor force strengthens America! Would you rather have Mexican citizens come to America and make American products, or have American companies go to China and have the communist government of China make the products sent back to America and much of the profit goes to China or India, or somewhere else outside of America?
  5. Pay Equity laws limiting the spread of pay between the highest-paid executive and the lowest-paid employee. I’m not saying that entrepreneurs and executives don’t deserve great salaries for their efforts and their risks. They do. But should a CEO of a company make a $100M a year and the workers make $17/hr? That just seems a little bit out of line, right? Should a college football coach make $5M a year? It’s a stupid game. A game I love to watch, but come on! We’ve got a bit out of line with the haves and the have-nots.
  6. National Occupation Corp. What if every single American child upon graduating high school, put in one year of service into a select list of hourly occupations? Road workers, infrastructure projects, building affordable housing in their community, building parks, etc. Mormon kids do a two-year missionary to spread their word, and it doesn’t seem to harm them one bit, in fact, most would argue it actually helps them become better adults. Doing a national occupation corp would show some kids they actually love this type of work.
  7. End or fix programs that encourage workers not to work. We need people collecting unemployment to prove they can’t find a job. They can’t get work. Because, for the most part, it’s a lie! There is work everywhere! Our Unemployment Insurance system is broken and needs an overhaul.

How do you like those ideas!? A little GOP, a little Dem, a little socialism! If you’re a regular reader of the blog some of those ideas, coming from me, probably surprise you. This is how desperate I think this situation is! We are facing an economic meltdown in the future if we don’t fix this issue, that will make the great recession look like child’s play. America can not be without a great labor force, and right now, we are quickly trailing the rest of the world in the one thing we always hung our hard hat on.

3 Things You Can Start Today and Be Instantly Better at Recruiting!

Posted on by
Reply

You’re not as effective as you could be right now! Do you know why? If you’re like me, you might start blaming some things: your tech, your boss, your company, your co-workers, etc. It’s easy to blame others for our inefficiencies. It’s incredibly difficult to own it and fix it!

I’ve got some fixes! Heck, I wrote an entire book called “The Talent Fix!” What I’ve found as I work with talent acquisition departments and TA leaders from all over is that most of us fall into some traps around inefficiencies. So, today, I want to give you three things you can start doing that will increase your capacity immediately:

1. Give Your Candidates a Gift! 

We, as TA pros, waste more time dealing with candidates we’ll never hire and try and tell ourselves we are doing this for ‘candidate experience.’ Do you know what sucks as a candidate? Being led on by a company that will never hire you! Stop doing this! If you know you won’t hire a candidate, let them down fast but professionally.

“Look, Charlie, I’m going to level with you. I don’t see you as a fit for our culture/position/organization. This doesn’t say anything about you. It says a lot about us and how we are looking for something very specific. Thank you for your time and professionalism. We will not be moving forward with you.”

This is short and sweet, and 99% of candidates will get the “gift” of being able to move on and find the job and the company that does want their unique gifts they have to offer. This isn’t being mean to a candidate or providing a poor candidate experience. This is helping them and saving you time by not having to deal with this candidate continuing to contact you thinking they have a shot. They don’t.

2. Don’t Get Stuck in the Middle!

I don’t set up interviews with hiring managers for candidates. What I’ve found is the majority of hiring managers and candidates find it annoying that I’m stuck in the middle when two adults just need a quick thirty-second conversation to figure out how to align their schedules! Or, maybe even use technology to do this!

We like to think setting up interviews provides great ‘service’ for hiring managers, but it doesn’t. It’s a really inefficient process to drag in multiple parties to something very simple. Any hiring manager, who is marginally effective at their job, will be able to see this if you have a simple conversation to explain the process inefficiencies.

3. Stop Starting from Scratch! 

Here’s how we go about filling most new job openings. The hiring manager informs us they need to hire. We get the job description and information. We post the job everywhere. We wait for candidates to apply. We screen applicants. We pass these on to the hiring manager and await further instructions.

Every. Time. We. Do. This.

Add one additional step to this process before you post the job. Go into your ATS database and send a quick mass email to each candidate in the database that meets the requirements of the job (if you have the tech, also send a quick text message!). We spend an enormous amount of resources building our ATS database, then we ignore it when it’s filled with candidates who have applied and said, “I love you! I want to come work for you!”

Our first step to finding talent starts in our own database, not out in the wild to see what ‘fresh’ meat is looking like today. If your ATS sucks at search, there are many new technologies on the market labeled as “talent rediscovery” that will reach into your database and do this for you.

So, there are three. The reality is, if you really dig into how you’re doing what you do, you can probably come up with a hundred improvements to make your recruiting more efficient! The key is to look at your processes, not as the one who built it and owns it, but always through the lens of constant improvement.

I don’t have a set recruiting process in my shop. I have a process I’m constantly testing to make better. We try stuff. If it works, we keep it. If it doesn’t, we end that test and try something else. The most effective recruiting shops in the world are effective not because they have the best process but because they continually improve their process!

I’m Your King for Pretty Research!!! #HireMorePrettyPeople

Posted on by
Reply

If you read this blog for a while, you know I’m absolutely fascinated, almost to an unhealthy level, with research about pretty people. First, as a society, we throw way too much praise and privilege at attractive people. Take a look at Instagram follower numbers. Take a look at TikTok follower numbers. We love to pay attention to pretty people!

So, the world of academia did not disappoint, and once again came out with another study that proves my point. Pretty people, on average, are better than ugly people! But this one has a nice little wrinkle that I think most of us will like.

First, I have to come clean with a confession.

I have a disorder. I think it would probably be considered mental, but it has to do with the physical body, so it’s in a confusing space. I have Reverse Body Dysmorphic Disorder. Stop! Before you go all crazy and try to cancel me, I’m not making fun of people that have Body Dysmorphic Disorder! As Taylor Swift poetically says, “You need to calm down.”

100% True Story. When I look in the mirror, I honestly think to myself, “You know what, kid, not bad. People could do worse. Have a great day!” I look at myself getting ready in the morning and think I look pretty damn good!

I then, later that same exact day, will see a picture of myself that someone took and go, “For the love of God! How did I turn into Shrek on stage!” That my reverse body dysmorphia. Some people look in the mirror and see Shrek when they should see a prince. I see a prince when I should probably just see some middle-aged dude who needs to work out more!

Why do I share this confession? Because this new research as it helps me make sense of my own dilemma. The University of Missouri and DePaul University researchers found that pretty people have better lives! Okay, it’s a little more involved than that, but that is my layman’s take on the research! Surprise, surprise! Pretty people’s lives are better! Who knew?!

From the research:

Three studies examined the association between physical attractiveness and meaning in life. Study 1 (N = 305 college students) showed that self-reported physical attractiveness positively correlated with meaning in life. Study 2 (N = 598 noncollege adults) replicated the association between self-reported physical attractiveness and meaning in life and extended those findings, demonstrating that outside perceptions of attractiveness are linked to outside perceptions of how meaningful a person’s life is. Study 3 (N = 331 targets, 97 raters) replicated these findings and probed the nuances of the relationships between outside ratings and self-reports of attractiveness and meaning in life. Across the studies, existential significance, or the feeling that one’s life matters, was the facet of meaning that primarily explained the link between attractiveness and meaning in life. In addition, a person’s view of their own attractiveness is more indicative of their well-being than outsider ratings. Implications for our understanding of meaning in life are discussed.

Turns out, your perception of your own attractiveness is key to your life outlook!

I think this is why our mothers tell us we are all pretty and handsome, even when we aren’t. There’s a chance we just might believe them, and in the end, that’s all that matters! The key is you truly have to believe it. You can’t just be like, “Girl, I slay!” and then ten minutes later, look in the mirror and see flaws.

I love pretty research because it’s all truly based on this concept.

Beauty is in the eye of the beholder. You might not think you’re beautiful, but if a majority of people you surround yourself with think you’re beautiful, well, your world will be a better place. If you truly are attractive, but you surround yourself with people who make you feel ugly, well, your world is awful.

I’m not blind, but I’ve met some blind people and have had this conversation about pretty. Their definition of pretty is way different than mine, and it makes me envious. I would love to “see” the world through their non-seeing eyes for a bit to understand the power of that ability. To see someone as attractive based on non-physical attributes would definitely make our world a better place. We get a bit of this when we meet someone who we feel is of average attractiveness, but the more we get to know the person, the more they become attractive to us. Or, meeting someone who we find very attractive and they open their mouth, and immediately you view them as less attractive.

So, maybe my hypothesis about hiring more pretty people needs to change a little bit. The new hypothesis will be “hire more people who truly believe they are pretty”!

Your Weekly Dose of Recruiting Tech – @SmartRank_ai

Posted on by
1

Today on the Weekly Dose, I take a look at recruiting applicant ranking and automation technology SmartRank.ai. I first ran into SmartRank at the 2022 HR Technology Conference, and I was immediately interested in learning more.

I’m trying something new with the Weekly Dose, and I’m going to try doing these mini demos and Q&A. Take a look and let me know what you think:

TL;DW: (Too Long: Didn’t Watch)

SmartRank is a piece of recruiting technology you and your team have to demo! At first glimpse, it seems like it’s just an applicant ranking software, but it’s really a transformative way of hiring that is completely different than what you’re doing now. It’s one of the only recruiting technologies I’ve seen in the past five years that puts your recruiters in the driver’s seat to truly become Talent Advisors to Hiring Managers!

SmartRank also has embedded a ton of recruiter automation that they don’t really even talk about as part of their primary product, which is really state-of-the-art technology within the recruiting industry. Also, SmartRank has some of the best applicants to hire analytics on the market. Built by a former hiring manager, this is a product that will help you recruit higher quality and also one that will immediately get your hiring managers involved in a much more robust way within your hiring process.

Recruiting Communication Hacks #1

Posted on by
1

I was out at iCIMS Inspire last week, and I was listening to a recruiting product leader and TA leader talk about a process involving texting candidates. iCIMS purchased TextRecruit years ago, and it’s now baked into iCIMS. I think across the board, everyone believes you should be texting candidates at this point. It’s 100%. You won’t meet anyone in recruiting who’s like, “Hey, yeah, texting candidates is bad” as a form of communication with candidates.

I say statements like that above to see the one dumb person on LinkedIn who will share this post and give me the one outlandish reason in the world when you wouldn’t text a candidate. “Well, TIM! I once had a candidate who was blind and deaf and lived only underwater and communicated telepathically, so what about that person!? Should we text them!?” Yes! Now, go away.

For the most part, recruiters are pretty good about using expected communication norms with candidates. We kind of have to. If you’re awful at comms, your recruiting career will be shorted lived. This doesn’t mean there aren’t recruiters out there working in sweatshops that still don’t spam. Of course, we’ll always have that. But, for the most part, the vast majority of professional recruiters, agencies, RPO, and corporate try to communicate around expected societal norms in the areas they recruit.

One of those comms standards is the Opt-Out text message sentence:

“If you no longer wish to receive text messages from this company, reply “STOP” to unsubscribe from any further messages.”

Now, these messages all sound and look the same. We basically just copy each other. One person, one time, wrote a version of what’s above, and we’ve stolen and tweaked this same message.

When I was at iCIMS, this leader was sharing an example, and this came up, and no one batted an eye. Yep. Yep. Move on. That’s when it hit me. That’s an opportunity! Every single comm we send that touches a candidate is an opportunity to stand out and leverage your brand! We should be better than what’s above!

So, I started thinking. What would a great opt-out text message be for a recruiter? Try these on for size:

“If you no longer want to receive messages from Tim, simply reply “I HATE TIM” and make him cry!”

“Yeah, we know you didn’t opt in for this, but can you blame us? We wanted to offer you a job!? Reply “No Job For Me” to Stop these messages.”

“Hate Text Spam? You can call me instead and stop all of this nonsense! Come on. I dare you!”

“Look, I’m a Stan! No cap, but you’re super dank. Texts hit different but if you’re sus just reply “This ain’t it chief”

“Hey, I just texted you, and this is crazy! But if you don’t like me, just reply.”Maybe Later”

“Wait, we get it. This isn’t for you. Before you opt-out, maybe you know someone who could use this. Please share it with them. Reply “Stop” to end these messages.“

Had enough!?

We might want just to disregard this and think about our corporate brand and being “professional.” The reality is this isn’t your corporate brand. This is your employment brand. For some, yeah, just stick to the same old boring script. It’s safe. For many of us, let’s show candidates we can be fun and have fun, and we don’t take ourselves so seriously.

If we are going to jam thousands of text messages out to candidates, you might want to have a little personality in those communications. You don’t have to. You can be like everyone else. But you can.

Dare to be a bit different!

In Low Hire Times, Great Recruiting is More Important!

Posted on by
5

We have been on a great run! A historic run of hiring for about a decade now. That does not happen often. For the most part, over half of the current workforce has never seen a downturn in the economy that was sustained for more than a few months. It has been a heck of a good run.

Over the past decade, recruiting has seen massive evolution and growth. Our technology has improved immensely. Our skills have improved. Our branding and recruitment marketing has improved. At no other point in history has talent acquisition wielded more power than they have over the past decade.

I mean, it almost feels like recruiters have gotten respect! (almost)

Here’s the thing.

With all of this change and growth, we will still have organizational leaders when a downturn hits who believe we can cut recruiting as one of the first things. The axiom is if we aren’t hiring, we don’t need recruiters. That makes logical sense. In reality, we don’t really stop hiring. We just hire way less.

The truth is, when we hire less, each hire takes on much more significance. Our ability to hire really well when we hire fewer increases with importance. We don’t have slack in the system to make bad hires and have them be covered up by all the other hires.

If I have to hire one hundred people per month, leadership assumes some of those will be misses. If I can only hire ten per month, I can no longer have misses! False-positive hires can not happen when you only hire a few.

Why?

If times are tough and I only get to hire a few people. Multiple factors are at play. First, my hiring number is small. Second, the business needs great performers to survive and grow. Third, we truly need to know who the great performers are before we hire them. Forth, every low performer that makes it through the process exacerbates our already dire problem.

Bad Times Are Not The Time To Cut Talent Acquisition!

Bad times are the time to double down on ensuring your TA function is humming at maximum efficiency and effort. That your technology is performing exactly as it is supposed to perform. That you have very few false positives, and your Q0H (Quality of Hire) is through the roof. Also, you need to have hunters on your team, not just farmers.

Organizations will get leaner, and TA teams will get leaner. The recruiters who should keep their jobs should not be process jockeys. I can literally hire anyone with two ounces of sense to process applications. That is a pennies-on-the-dollar job. The recruiters who thrive in a down economy are assassins. Recruiters who can go out and find the best talent and talk that talent into coming onto your sinking ship.

This past decade was not a great decade to grow assassins. Why?

You would think the opposite to be true. Everyone was hiring. The competition for talent was fierce! Why didn’t we grow more assassins?

It’s a combination of technology, flow, and ease of apply. We had this strange convergence of a time when we had millions of open jobs, a time when it was never easier to find talent, and you could apply to jobs with one click. Basically, most TA shops turned into Inbound recruiting process shops. We post jobs. People apply. We process those applications. Rinse and repeat.

If there is candidate flow to your jobs, why spend the extra effort to make sure that flow is actually good? It must be good, right?! Just process more applications. We are hiring so many it doesn’t really matter, we’ll make some great hires out of that pile. Or we won’t. It doesn’t matter, we have another pile to go through.

Assassins grow when times are tough. You need to find yourself some assassins and get ready. Winter is coming.

The 5 Reasons Your Recruiters Aren’t Recruiting!

Posted on by
4

Oh boy, here we go. Buckle up, gang!

I guess I need to start at what the hell is “recruiting” and what’s not “recruiting.” We have to because what most of you are calling “recruiting,” I call processing candidates who applied to your job. To me, that’s administering the recruiting process, not really recruiting.

If you post a job and someone applies, technically, most of you call that recruiting. You’re paying a full-functioning human anywhere from $65K to $165K for them to be a “recruiter,” and they are posting jobs and waiting for someone to apply. I used to say I could train a monkey to do that job, but now I get to say I can easily train A.I. to do that job for pennies on the dollar.

Posting and Praying is not recruiting. Posting, collecting candidates who applied, and screening them, is what I like to call “Inbound Recruiting,” and that’s not really recruiting. It’s just administering the recruiting process. Do. Not. Get. Me. Wrong. Being amazing at administering your recruiting process is still valuable and needed. The best “outbound” recruiting shops will still have about 70% of their hires filled by “inbound” recruiting!

Outbound recruiting is then “real” recruiting. That’s when a recruiter has a requisition and really has no valid candidates for the hiring manager, and thus they have to go out and find valid candidates. Now, part of that process might still be finding new places to share and post jobs, but that’s only one small part. The larger part of “real” recruiting is cold outreach to people who don’t know your job is open or might know, but they need some persuasion.

Okay, Why Aren’t Your Recruiters Doing Any “Real” Recruiting?

1. They don’t have capacity because, as humans, we naturally fill our time with what gives us the most success, and in your current state, that is “Inbound recruiting.” This means you tell your recruiters, and you expect your recruiters to do outbound recruiting, but they can easily fill their day with inbound recruiting, and it pays the same. So, why not take the easier route?

2. They don’t know how to really recruit. Honestly, most corporate talent acquisition pros who have never worked in an agency have spent most of their career doing 99% inbound recruiting. That’s just the truth, and we know why from what I said in #1. So, we have to teach them how to do outbound recruiting! (Side note – HireEZ’s own internal Recruiter, Vivian Jiang, will be doing an Outbound Recruiting Session specifically for Corporate TA Pros at the Michigan Recruiters Conference on Nov. 10th in Detroit!)

3. They aren’t rewarded and recognized for doing real recruiting. Almost every time I work with corporate TA teams, I find that the recruiter who fills the most jobs is looked at and rewarded like they are the top recruiter. What I find is they rarely are the top recruiter, but they are the recruiter who processes the most fills through inbound recruiting.

4. Your TA Shop is not structured to do real recruiting. See #1, but basically, you should have “processors” who only do inbound recruiting, and they are amazing at it, and then you have recruiters who only really recruit in a modern TA function. You can get processors for half the price of real recruiters, and they are measured completely differently than outbound recruiters.

5. Your hiring managers don’t know the difference. Right now, today, your hiring managers honestly believe that your TA team is recruiting for their opening. They have no idea that you are only posting jobs and collecting whatever person applies. Those people applying might be the worst talent in the industry, but you are selling them on they are the best. If they knew the truth, they would demand change. What I find is real recruiters work with hiring managers to actually uncover the best talent together in the best TA shops.

This isn’t easy!

I get it. The change management alone from moving from inbound recruiting to outbound recruiting is painful, which is why I think the best approach is to break up the function into two very specific processes of inbound and outbound. It never, and yes, I’m saying never, works to have and expect recruiters to do both.

We built the Michigan Recruiter’s Conference to specifically work with Corporate Talent Acquisition teams to start to work on these challenges and pain points, and I’m super excited to bring it back on November 10th in Detroit with our awesome corporate TA team sponsor DTE Energy onsite at their beautiful and modern campus. Join us!

iCIMS Inspire 2022 is Back – Virtual and Live! Nov. 17th! #iCIMSINSPIRE

Posted on by
Reply

Hey Gang! I’ll be attending iCIMS Inspire Live on Nov. 17th in Santa Monica, CA! Join me!

INSPIRE is an annual conference hosted by iCIMS, the talent cloud company. This award-winning event unites global talent and tech innovators to connect, learn, and celebrate. INSPIRE returns as a hybrid event on Nov. 17 with a limited in-person audience in Santa Monica, CA.

There’s an amazing lineup of folks, including:

Sekou Andrews, CEO, SekouWorld, Inc

One of the most successful spoken word poets in the world! Two National Poetry Slam championships, two national poetry tours, two Independent Music Awards, three Helen Hayes Awards, the most “Just Plain Folks” music awards in history, the 2020 ABA “Entrepreneur of the Year” award, and the first “Best Spoken Word Album” Grammy nomination for a poet in 30 years. 

Sonia Jhas is an award-winning Mindset and Wellness Expert

One of the country’s most influential voices in mental and physical well-being. With 80+ million media impressions and a social media following of over half a million, Sonia has been imparting her honest and ground-breaking approach to mind and body as a speaker, educator, author, and advocate for over a decade and is consistently ranked a top health influencer. 

Dee C. Marshall, CEO, Diverse & Engaged

Dee C. Marshall is an award-winning business owner, influencer, international speaker, and thought leader on equity, diversity, and inclusion across industries, sectors, and globally. Dee was recently awarded WBENC WBE Star Award, named 2021 Entrepreneur Magazine Top 100 Women of Impact, 2021 NJ Most Influential D&I Leaders, Top 50 People of Color List by RIO, Top 25 Influential Black Women in Business by The Network Journal, and Top 25 Leading Women Entrepreneurs.

As well as many talent acquisition industry insiders delivering content designed to elevate our talent acquisition practice.

If you can’t make it on November 17th, register anyway to get some of the content sent to you after the event.

Register Today for iCIMS Inspire 2022! (Virtual Registration is FREE!)

Registration is Free for Virtual! Register Here!