Category Archives: The Recruiting Rules

An Introvert’s Guide to Recruiting Top Tech Talent

Posted on by
4

Step 1: Listen really carefully to what your mind is telling you.

Step 2: Call someone who knows how to recruit and enjoys having one hundred small conversations per day and quickly building relationships with people they might never talk to again.

Step 3: Quit your job as a Recruiter.

Step 4: Find a career that values Introverts.

Step 5: Take that job.

Step 6: Tell your introverted friends to never go into Recruiting.

 

Thanks for the inspiration Heather Bussing, and check out her Introvert’s Guide to the HR Technology Conference. 

College Students Don’t Know You Want Them!

Posted on by
1

For part of my career, I did the standard corporate college recruiting gig. It sounds “super-cool” when you first think about it. “Wait, I get to fly around the country and go the best college campuses and recruit people who actually want to be recruited?!”

The reality is college recruiting as a corporate recruiter is much less sexy. Think a lot of Courtyard Marriotts, a pizza, and a six-pack, while you watch crapping hotel TV and follow up on work email. Then wake up early and get to the next campus. You quickly begin to hate travel, hate college campuses and miss actually being in the office!

But, corporations believe they must be on campus to recruit the best and brightest college students. Here where the problem begins. College students don’t even know you’re there! A recent study by Walker Sands found out that the majority of college students don’t even know you were on campus:

Walker Sands’ new Perceptions of Consulting Careers study, 56 percent of college students don’t even know if consulting firms recruit at their school. On top of that, 82 percent feel that major firms only recruit from a limited group of select universities.
Okay, this study focused on consulting firms, but the reality is the students don’t really know the difference between Deloitte and Dell when it comes to getting a job!
What can you do to make your company stand out and be remembered while you’re on campus? Try these five things:
1. Develop a Pre-visit communication strategy. Work with the schools you want to recruit from most to find out how you can get your message in front of them (email, text, student newspaper, billboards on campus, etc.). Each school has a way to reach every student, you need to find out what that is, and how you can tap into that, even it costs a little money.
2. Come in early and take over classes in the majors you’re most interested in. Professors are like most people, they don’t want to work hard if they don’t have to. So, if you build 45 minutes of great content, most Professors will let you ‘guest’ lecture as long as it’s not one big sales pitch. Come up with great contact professors will find valuable for their students, then go deliver it the day before the major career fair. Then invite each class to come see you.
3. Make a splash in high traffic areas the day of your visit. College kids haven’t changed much, they like free food and drink, free stuff, basically anything free! So, find the highest traffic area on campus and give away free stuff college kids will like. If you’re only interested in one specific school within the university, find out where those students hang out.
4. Stay a day later after everyone else leaves. Whether it’s the day after or even another time altogether, find a time to be on campus when you don’t have any competition to getting your message out. 99% of employers only show up on career fair day. Stand out and be the employer that is there when no one else is!
5. Post-visit communication strategy. Most organizations never contact the students who show interest in them after they leave campus.  They’ll contact a handful of the ones who stood out to them, but so is every other employer. Recruiting kids after you leave is more important than the time you spend on campus. Most kids will see 20+ employers and will only remember a couple. If you stalk them after the fact, they’ll remember you!

The 2016 Fall Michigan Recruiter’s Conference!

Posted on by
Reply

This is the third annual conference we’ve done and they just keep getting bigger and better! We’ll have 150 Corporate TA Pros and Leaders joining us this conference, all working to become the best damn TA pros we can be!

This year’s lineup includes:

– Laurie Ruettimann – Mrs. Punkrock HR-Cynical Girl-Marathon Runner!

– Gerry Crispin – The Godfather of Candidate Experience & Co-Founder of CareerXRoads!

– Ambrosia Vertesi – Mrs. HR Open Source

– Chris Bailey – Mr. TEDx Seven Mile Beach, the King of Cayman Islands HR & Anything Over Ice!

– Kerri Mills – 2015 SourceCon Grandmaster Sourcing Champion, Indeed TA Pro & @TheJobGirl

Friday, October 14th onsite at the Amway World Headquarters in Grand Rapids, Michigan!  You can check out more details here – Michigan Recruits! 

Registration is now open! It’s $49! Why?  Because we think paying thousands of dollars to attend a great conference is out of reach for most Talent Acquisition budgets! At least it was in almost every organization I went to!  We wanted to bring great recruiting content, national level content, to our own backyard in Michigan!

REGISTER HERE! (It’s filling up quickly, we have limited space!)

We’ve designed this conference to be a corporate Talent Acquisition safe-zone! What does that mean?  Third party agency recruiters will not be invited. It’s not that we don’t like the agency folks. It’s that agency folks can’t shut themselves off when it comes to selling!  We want an environment that is about learning and development, about raising the recruiting game of all those attending.

Check it out! You won’t find a better one-day lineup anywhere in the world for $49! It’s crazy. Also, a big shout out to our two main sponsors – ViziRecruiter and CareerBuilder – without them we couldn’t keep it this cheap!

 

The Best Recruiters Don’t Get Surprised!

Posted on by
2

Talent Acquisition 101.

If there is one thing I could give a new Recruiting Pro it would be this simple advice. No matter how prepared you think you are, you really only need to prepare yourself, for one thing, being surprised.

You don’t really get judged on your daily stuff.  Let’s face it, 99.9% of the time that goes off without a hitch.  You get judged on how you handle surprises.

Surprises make and break great Recruiting Pro careers.

There’s really only way to prepare for surprises.  You need to expect that a surprise will always happen. That one interview you desperately want, who calls to cancel with ‘car trouble’, the candidate who backs out of the offer after signing the paperwork.  Talk about it, plan for it, and basically come to grips that it will happen.  Then it will happen, and you’ll be the only one not surprised by it.

The best Recruiting Pros I’ve worked with had this one common trait, they were unshakeable when surprised.

Almost like they expected it.

Transform Your Recruitment Marketing

Posted on by
3

I’m headed off to Boston this fall, November 2-4 to Emcee the 1st ever Recruitment Marketing Conference, called Transform! Developed by the great team over at Smashfly, this is not a user conference this is a pilgrimage of the top recruitment marketing minds in the world being brought together in one place! I’m super geeked! I’m nerdy that way!

You can register now for the early bird pricing of $795, plus if you use the super awesome code TIMSACK you can get an extra $50off and a personal, not creepy hug from me until August 31st. After that is jumps up to $1195. So don’t wait, book it now! We can all show-up and make fun of Boston accents and say stupid stuff like, “wicked smart”.

So, besides the not creepy hug by me, what else will you get? Check it:

– Mel Robbins keynoting! – CNN commentator, author, and TEDx famous for her “How to stop screwing yourself over!”

– Great Practitioner-led content sessions on, developing your RM strategy, increasing your candidate experience, how multiple organizations built their RM from the ground-up, and the hottest trends in RM today that you’ll be killing your competition with tomorrow!

– Tom Cheesewright – A futurist keynote on how you can shape your own future outcomes!

– Plus, so much more, the agenda is packed!

Session I’m most looking forward to?

Shaunda Zilich from GE telling us how she and her team at GE built a billion dollar recruitment brand with $0 budget! We all love to think big brands have big dollars for marketing, and they do! But, not for recruitment marketing! GE’s recruitment marketing story is fascinating! 

If you’re in recruitment marketing, responsible for recruitment marketing, or just need to get better at recruitment marketing this is a must-attend conference! 

Recruiting Secret #9

Posted on by
1

Everyone wants to know the secret to great recruiting. Candidates want to know how to get into companies. Recruiters want to know each other’s secrets to finding great talent. No one seems to be sharing their secrets, so I thought I might as well tell you mine…

Recruiting Secret #9

We’ll tell you we only hire the best talent, but what we really mean is we only hire the talent who quickly applies to our job posting, willing to accept our at below market pay rate we are requesting, our average culture, and vanilla benefit package. Since we do minimal screening, it’s really a FIFO (first-in, first out) system. So, you might be great, but 20 other mediocre candidates beat you to it, so, yeah, you’ve got no chance.

Welcome to the world of ‘we only hire the best talent’.

A Recruiter’s Boolean Search Nightmare!

Posted on by
1

One of my favorite recruiting thought leaders (I hate that phrase ‘thought leader’, it sounds so pompous! What are they actually leading anyway? Okay, you had a thought, who decided it was a ‘leading’ thought? I’d much rather say ‘Super Smart Chick’ or ‘Brilliant Dude’) is Glen Cathey. He’s a 1%er when it comes to recruiting industry knowledge and he’s willing to share it freely.

He’s a 1%er when it comes to recruiting industry knowledge and he’s willing to share it freely. That makes him a really awesome person in my book. If he wants me to call him a ‘thought leader’ I will, heck, I’d call him ‘The Almighty Recruiting G*d of Love’ as long as he keeps sharing his super smart takes on how to make recruiting better!

Anyway, he put me on to this video. It’s super funny when you think of it in the context of how Recruiters are constantly searching all day long through databases. We feel this guy’s pain! Check it out, it’s like 90 seconds:

&nbsp

Inbound Recruiting Is Killing Your Talent

Posted on by
Reply

Most recruiting done today is inbound recruiting. This is organizations posting jobs everywhere, people seeing these jobs and then applying. These candidates are coming ‘inbound’ to you in some form or fashion – into your ATS, into your email, showing up at your front door, whatever it takes for them to find you.

Outbound, then, is the opposite. It’s you finding them.

Too much inbound recruiting kills your overall talent.

Why?

Inbound recruiting relies on active applicants. There are hundreds of studies about who is actually active, but most fall around the 20-25% of the total workforce are actively looking for a new job (this includes those unemployed looking and employed). So, you’re filling most of your jobs with 20-25% of the overall talent that is available.

You aren’t even touching 75-80% of the total workforce by using inbound recruiting. But, Inbound Recruiting is great because that 25% is still a huge number and boy can we still get a bunch of applicants and, well, it’s easier.

I don’t have stats on this (if you find them please share!) but I would guess 90% of organizations only use Inbound Recruiting!

Now, a bunch of people will tell you that ‘active’ applicants aren’t the only thing. CareerBuilder’s Talent Behavior study recently found that if you combine Active and Those Open to Hearing About Openings that number climbs from 25% to 75%! Okay, now we’re talking! The problem is that extra 50% isn’t responding to your Inbound Strategy!

To get the full 75% of the workforce who might be interested in your job you must have outbound recruiting strategies. These include getting your butt on the phone and talking people into why you’re the best damn place on the planet to work! These people might actually love you as much as those people who are freely sending you their resume, but they’re waiting for you to contact them!

This is confusing to many people in Talent Acquisition.

If you only post jobs and wait to see who applies to your posts, no matter how many places you post, you’re only possibly getting 1 out of 4 possible candidates.  In a perfect scenario of using both inbound and outbound, you could get 3 out of 4. No one gets 4 out of 4 because about a quarter of the workforce is considered truly passive, meaning you and G*d couldn’t talk them into leaving their current job.

Also, you calling a candidate who has applied to your job is not considered outbound recruiting! You need to go out and find talent that doesn’t even know you have a job opening and entice them to apply, to fall in love with you, to show interest! This is ‘real’ recruiting. This is the recruiting most organizations have lost, or never had, to begin with.

This is why sourcing became a thing. Sourcing, in its best form in a corporate structure, is only about outbound recruiting. About uncovering that talent that most organizations aren’t even going after and getting them interested in your organization.

The interesting piece to all of this is annual TA spend. Take a look at your own inbound vs. outbound spend. What I find is most organizations tell me they want the best talent but they are spending the majority of their budget going after the minority of the talent. Shouldn’t it be the other way around, the majority of your budget going after the majority of talent?

Recruiting Secret #36

Posted on by
5

Everyone wants to know the secret to great recruiting. Candidates want to know how to get into companies. Recruiters want to know each other’s secrets to finding great talent. No one seems to be sharing their secrets, but I will!

Recruiting Secret #36 – 

Most hires you will make as a recruiter will find you. You don’t find them.

The secret is to make it easy for them to find you!

There is still a prevailing idea in recruiting, especially on the corporate side, you should make it difficult for candidates to be able to get in touch with and find you. Great recruiters. The best recruiters in any industry, are easy to find.

Are you?

 

How did Monster Lose Out in the Job Board Wars?

Posted on by
4

I’ve been a Monster customer for at least fifteen years.  I’ve used Monster in four different companies that I’ve worked for. I also use (or have used) CareerBuilder, LinkedIn, Indeed, and Dice. So, I’ve got experience dealing with large spends on the Job Board side.

Having a presence on Job Boards is part of almost every recruiting strategy that’s out there, it’s one place most organizations need to be, I truly believe that. If you’re not, you’re going to miss a pool of talent.

For those who don’t know Monster was purchased this week by multi-national staffing and RPO firm Randstad. I’m not going to speculate on why Randstad would buy Monster, but there’s no doubt Monster had a ton of data and clients that a staffing firm would find desirable.

My question is why did Monster lose out in the Job Board Wars?

In the big Job Board game, there are really only three players: CareerBuilder, LinkedIn, and Monster. Dice and a bunch of niche players in that category will always be around if they can actually attract talent to their niche. Here is the reason I think Monster couldn’t keep pace with CB and LI:

The Sales Team: Flat out job boards need to sell job postings, resume database memberships, branding opportunities, etc. CB and LI are modern day sales sweatshops! Monster barely recognizes I’m a customer and a fifteen-year customer. I know three levels of CB sales people on my account. I can’t tell you the last time I even got an email or call from Monster! LI is similar to CB. They constantly hawk me to buy.  In a game of three, the ones who can outsell the others will win.

At least quarterly I sit down live or on a call with my CB rep to take a look at metrics and how my team is utilizing their platform. Did I mention I never get a call from Monster? During these calls with CB I get numerous suggestions on how we can get better. Many times they’re trying to upsell me for more product, sometimes that works.

I get contacted from LI at least six times a year on various solution selling types of things for my business. I get invited to webinars constantly. The CRM machine for LI is strong. A little different than CB, which is more high touch, but LI’s selling automation is relentless.  As is Indeed’s. Indeed is another player in this game that has made all the job board players up their game. Their sales team took a page right out of CB’s selling book. I get at least a call a month from CB.

I got one call from Monster last year. It was to renew my contract. The call came from a person who I didn’t know and who didn’t know who I was or my business.

You can have the best brand (and I would argue of all the job boards Monster has the best brand), the best technology and the coolest stuffed animals to give away, but if you don’t sell, you’re going to get bought by a staffing firm for pennies on the dollar of what you really could be worth.