You want to be at the top of your recruiting game – You pour all your time, energy and sweat chasing the realization that great people make great organizations.
As the recruiting industry is increasingly bogged down by top heavy, high-investment tools, viable sourcing and reaching out to candidates who matter is becoming increasingly tough: how do you effectively and quickly communicate your brand’s hiring value? How do you conduct outreach and research by offering more than just pay? When it comes to fighting it out in the modern recruiting age, you’re stumped. Don’t be, research and outreach empowered by technological advances can be an amazing recruiting tool.
Hiring the right employees is how the magic happens, the top 20% of employees are twice as productive as the rest of the 80%. Unsurprisingly the top 20% are in very high demand, identifying and outreaching effectively are the new keys to recruitment. Here’s how you find those top 20%.
Optimize the research of your candidates
When you’ve written out perfect job descriptions, have a slew of either inbound or outbound candidates, coming into your ATS system with associated interest emails, you’ll start to wonder about their social media profiles and begin to hunt them down across various networks.
Resist this temptation- the old adage “never use two words when one will do” comes to mind, the lesson being that you should be a little lazy and succinct in action. Killer recruiters know that a number of tools exist online for the live association of social media profiles to an email address.
Two tools that can speed up the social discovery process immensely for recruiters are:
Advertised as “the best solution for discovering, qualifying and connecting with candidates.” Connectifier is a Chrome extension based candidate lookup tool that leverages LinkedIn and an in-email dash display in order to display aggregated information about candidates you want to look into.
Touted as “the biggest improvement to Chrome since spell-check” Crystal is a set of social tools built out to include personality profiles on any contact via Linkedin, Twitter or Gmail. Knowing your target audience is key in any outbound email; in recruiting, knowing your audience can help you recruit the “un-recruitable.”
Lesson: No one likes a cold email blast that’s untargeted, even for a job opportunity. Positions will appeal to candidates for different reasons and outreach should be targeted based on what will sit well with the message’s recipient. You can always screen a resume for technical fit, but social and cultural fit are often harder to derive. Differentiate yourself and your organization by showing that little bit of extra effort – the more thought out your recruiting efforts, the higher potential possibility of them succeeding.
Automate testing technical hires on their skill
Another great way of finding and screening that top echelon of candidates is based on technical screening – a predetermined coding test or challenge. This could be a timed live assignment, take-home with dropbox submission or even just a simple puzzle set.
Well-designed tests can effectively find and identify candidates who are technically proficient. As more candidates are considered the value of such an approach increases.
One of the difficulties in technical testing is test design & administration, with no background on what tests to design and no technical skills in order to setup a live testing environment, historically small recruiting groups have been at a disadvantage.
One common solution is to handoff the responsibility to a technical lead or developer and have them design a testing series as well as conduct a batch technical interview for all prospective candidates. The issue with this solution is the commitment of development team time overhead to recruiting.
Another answer to this problem is CodeEval’s online performance evaluation program. Touted as “one simple way to get developers.” CodeEval shows tremendous promise as an organizational hire qualification testing tool.
Lesson: With a push towards aggregation of resumes, recruiters are left struggling with too much information and no practical way of dealing with it. Technical evaluations have long been the answer, but killer recruiters will utilize online SAAS based evaluation methods in order to promote their hiring brand, ensure their hires are good and do so without increasing their overall work overhead.
Check your Copy
Sometimes typos can be endearing, sometimes they can show that a message was hand-typed. Recruiting is an industry of first impressions, with competitive candidates juggling multiple job offers, spelling & punctuation are necessities.
The first touch a candidate generally has with your organization is through a written job description – the text copy of roles, responsibilities and requirements formally laid out in order to begin a search. Unfortunately this is where many fall flat on the first step – for various reasons such as sexism, cultural issues, and tech misnomers.
Tools like JobLint allow power recruiters to check their job description postings for general issues and function like a “spell-check” for outbound job postings.
If the job description is the first touch of communication, every written that follows can be equally important. Recruiters in the tech industry know that proper messaging can be the difference between holding or losing a tenacious candidate.
In order to optimize their outbound written voice, recruiters can utilize tools such as Grammarly. Grammarly is an automated proofreader and plagiarism checker. It corrects up to 10 times as many mistakes as other word processors. Supported by a Chrome Extension (Gmail compatible), desktop app & web-app, Grammarly can serve to help power recruiters write cleaner & clearer.
Lesson: Making sure you’re error free can have a huge impact on your recruiting efforts. In seeking out those top 20% of candidates, crafting a great message can be the difference in finding the talent you need in order to drive productivity.
Technology is the recruiting future
The lethal combo of gut instinct and confidence are going out the door as recruiters are more and more empowered every day. In order to stay sharp and on top of their game the modern power recruiter has to be technologically savvy in order to be competitive.
By embracing technology, a modern business can empower themselves to consistently find the candidates who will not only sustain but grow their organizations into the future.
What new technologies or strategies have you found to be effective? Let us know in the comments.