I'm speaking at the NAPS 2019 Conference, Sept. 22-24 in San Antonio. Come see me and save $100 with code NAPSSPEAKER19. My session is:
Recruiters who hold on to traditional sourcing strategies risk getting outplayed by competitors who reach out beyond their markets and databases.
Imagine you need to collect a gallon of water. You place a bucket under the faucet and turn it on full blast—but unfortunately, over time, your water pressure has decreased to a mere trickle.
Rather than wait for the bucket to fill, you decide to collect the water using smaller containers, so you can use the water more quickly—and then you decide to use a ladle to help get the water into your makeshift pipeline. Oh, and did I mention your ladle is full of holes? The task quickly becomes a lesson in futility—one that is inefficient, unsustainable, and destined to fail.
Of course, I’m not talking about collecting water, but rather describing how many staffing firms recruit.
We're excited to announce our new partnership with Moore Essentials to help you find prospects and candidates from the 2 BILLION people on Facebook. We have dozens of training sessions on staffing sales and recruiting, focusing mostly on sourcing through LinkedIn. Now the experts at Moore Essentials can show you how to source from Facebook!
One of the most pressing topics being discussed in current recruiting circles is the big concern around the legislation barring employers (and yes, recruiters) from asking candidates about their salary history or benefits. From industry conference presentations to Facebook group discussions, this legislation has staffing and recruiting professionals highly concerned about the impact it will have on our ability to do our jobs. Should recruiters and managers be concerned about this legislation?
...for recruiters and clients.
Why do people get married? While there are a variety reasons, ranging from religious to legal rights to “that’s just what you do,” the main reason is commitment. Marriage is both a tradition and a legal contract that binds both parties to a higher level of obligation. It shows that everyone is vested in the relationship. Sure, you can break this commitment, as many do, but it’s not easy, and it sure is a lot harder than just breaking up with someone you are dating.
Millennials. So much research has been conducted at this point about this generation that it almost seems ridiculous. They’re lazy... they’re technically savvy... they need instant gratification faster, etc. Some feedback has been good, while the majority has been focused on the negative aspects of this generation. In recruiting, however, it’s a known fact that this generation is handled differently than previous generations. Here are three best practices to appeal to our current day Millennials (from a Millennial perspective) while recruiting them:
Research tells us 60% of who we are we're born with - the other 40% is what we have control of to manifest our destiny. Don't know if you thought these percentages were higher or lower, but it's interesting. To clarify, the stuff we're born with are things such as addictions, physical attributes, pychological idioms, etc. Suffice to say, we can change much and none of this should dimish our chance of living a successful life!
So what then do we do when it comes to hiring or dealing with people in the workplace? In my humble opinion, three things we can do to avoid people mistakes.
Referrals are extremely valuable for building candidate pools, but we rarely actively do it. Generally we are passive about referrals. A candidate or recent placement may happen to recommend a friend or neighbor, but not because we solicited the referral. If you proactively seek referrals you can reap the benefits. Here’s why you want referrals and how to get them.
You arrive at work and before you know it it’s lunchtime, or better yet you didn’t even take a lunch and it’s the end of the workday and time to leave. But, you can’t leave because you feel like you didn’t get anything critical done. Does this describe your typical day as a recruiter in a staffing office? I know it did for me when I was in a recruiting “bullpen”. Here are three to-do’s to make the most of your recruiting time.