5 Candidate Sourcing Strategies For Modern Recruiters

As a recruiter you always wish for talented candidates to come across your job posting. But, in this candidate driven market where most of the talented candidates already have a job there is a huge possibility that the right talent might be interested working in your organization but is just unaware about the vacancy. This is why traditional candidate sourcing from job boards don’t always work.

Most recruiters have backup plans when it comes to sourcing candidates. But, even after keeping multiple contingency plans for sourcing candidates, the results are not always encouraging because traditional candidate sourcing methods are getting obsolete. There is a need for a creative and proactive approach to create a breakthrough sourcing idea. With more attention to passive sourcing coupled with a change in recruitment strategy from requisition style sourcing to community building, you can select the best candidates for the vacant position.

So does your candidate sourcing strategy need an overhaul? To find out that answer you need to dig deeper and ask these questions:

• Are you limiting your candidate sourcing and attraction strategy to posting job descriptions on job boards?
• Are you using the same strategies again and again in the hope that it will lead you to better results?
• Are you avoiding to learn about new sourcing strategies and methods?
• Are you overly dependent on manual process for all your work?

If the answer to most of these questions is yes, then there is a need for you to overhaul your candidate sourcing and attraction strategy.

To help you in the process, in this ebook, we have discussed 5 candidate sourcing strategies that every modern recruiters must adopt.

Just fill out the form on the right and download this ebook now!

Note:-  This article was originally published on – https://www.talentnow.com/5-candidate-sourcing-strategies-for-modern-recruiters/

5 Recruiting Strategies to Fill Crucial Roles

Recruiting for crucial roles in an organization requires more than just scrutinizing piles of resumes. It is true that you want to fill these roles as soon as possible, but for that you need a fresh approach and updated strategy.

Most of the recruiters across the globe miss out on opportunities to fill crucial roles. The best way to deal with the situation is to first understand why these roles are important. It can be that your organization is in dire need of a marketing manager to run the marketing department or a data scientist to scrutinize the big data that is lying in your organizational floor for months. Once you understand the requirements in a better way you will be in a better position to fill these positions.

But, traditional recruiting techniques like job boards advertising alone will not suffice in filling these roles. You will need to combine these along with modern approaches like tapping into employee networks and building online strategies.

Given below are 5 recruiting strategies that can help you in this regard.

1. Look for the right candidate internally in the organization

Often recruiters are guilty of moving to the external market far too quickly, even before considering someone in-house that can be the perfect fit for the crucial role. Although, the current employee might not be the exact match to your job specification the least you can do is to train him/her quickly.

The key is to select such an employee who has an inside information on how your business works and the critical aspects of the position being filled. One benefit of recruiting an employee internally is that it motivates them to carry on in your organization in case they were contemplating on leaving.

2. Use employee referrals

It has been researched and found that employee referrals are one of the most powerful sources of finding candidates for crucial roles, or any role for that matter. The people referred by your current staff typically are of higher quality, close quickly and stay in the organization for a much longer time period.

3. Be creative when creating job descriptions for the crucial roles

Never use old job descriptions while trying to create an advert for a crucial position. Contemplate on the different aspects of the position to be filled and the way it is going to evolve in the future. Also mention the benefits that the candidate can expect when they join your organization for the vacant crucial position like the company perks, career advancement opportunities and interesting projects to work on in the near future. Enumerate the key competencies and experience that are non-negotiable and which areas are desirable but not mandatory.

Never prepare a long list of essential requirements as it will drive good candidates away from applying for the position. Always mention the pay scale in line with the market rate as candidates will not bother to apply for a position where the salary is a secret.

4. Be flexible while trying to assess the talent of the candidate

As a recruiter, sometimes you can use pre-decided criteria for rejecting a candidate. But that is not the wise thing to do. Suppose, there is a vacancy for a social media manager in a chemical manufacturing company. A lack of experience in a chemical manufacturing setup should not be the reason enough to reject that candidate. Rather, you should look for a candidate who has a wide array of experience as a social media management expert across industries. That way they can bring in fresh perspectives on top of the best practices and learning from the other domains.

5. Use social media to your advantage

If you are worried that your job description will not get relevant views on relevant job boards, you can utilize social media platforms to spread the word about the vacancy. Publish the job descriptions on your official Facebook, LinkedIn and Twitter feeds. Also, find whether there are any local forums or business groups where you can share your job description. This can be quite effective if your candidates are based locally.

You can even ask your employees to spread their word on their own social media networks to attract great talent for crucial roles by giving them an incentive for any candidate who gets recruited and stays in the organization for a longer run.

Note:- This article was originally published on – https://www.talentnow.com/5-recruiting-strategies-to-fill-crucial-roles/

Employer Branding: The Definitive Guide For HR Pros | Talentnow RecruitX

If you rewind time to a decade back, only a handful of HR executives gave much consideration to the term “employer branding”. Today, as the recruitment market has become more sophisticated and high quality talent more difficult to find, HR executives are getting aware that they cannot simply rely on a strong consumer brand to recruit talented individuals. It is time for organizations to seek out the human capital that will make them a class apart from their competitors. As a recruiter, you need to understand specifically the career desires of the talented candidates and then effectively tell the story of what it is like working for your organization.

Forward thinking organizations are now understanding the importance of leveraging all means possible to attract and retain top talent. With platforms like Linkedin and Glassdoor you have the potential to highlight the power of your employer brand and showcase its attractiveness to potential employees. It has been researched and found out that 8 out of 10 employers cite employer branding as important or very important. This makes it imperative for you to develop a business strategy around the employer brand to attract top quality talent.

According to the US Department of Labor, the average cost of bad hiring decision can be equivalent to 30% of that individual’s first year potential earnings. It has been observed that most organizations spend less than 10 hours with a job candidate before extending an offer of employment. Yet, they will end up spending more waking hours with this person at work than they do with their own families at home.

Your employer brand is your first opportunity to allow potential candidates who don’t fit your organization’s culture to opt out. By clearly defining an employer brand, you encourage only those candidates who have a high cultural fit with the organization, encouraging greater productivity, increased levels of engagement, higher rates of retention and superior bottom line results.

But what exactly is employer branding and how do you, an an employer or HR decision maker go about building your employer brand? This question is what we have discussed at length in this ebook and prepared a handy guide for anyone who cares about winning the modern talent war.

Here’s what you will get with this ebook.

• What is employer brand?
• Importance of building an employer brand
• Debunking the myths associated with employer branding
• Steps to build a strong employer brand
• Implementing your employer branding strategy
• Measuring the effectiveness of your employer branding efforts
• Pitfalls to avoid while building an employer brand

Download this ebook now and upgrade your knowhow on, currently, the most potent weapon for the modern HR pro.

Note:- This article was originally published on – https://www.talentnow.com/employer-branding-the-definitive-guide-for-hr-pros/

Top 5 Staffing Agency Software in 2018

With the help of a good staffing agency software, it is possible for a staffing agency to find and manage candidates on behalf of corporate customers. It even aids in tracking all the interactions made between both candidates and corporate clients throughout the hiring process starting from job orders to payroll. Many of its features are similar to sales-related applications like candidate relationship management (CRM) tools and pipeline management capabilities. 

Even traditional HR related features like applicant tracking and sourcing tools can be found in it. A good software also includes self-service portals which assists candidates and corporate customers to access and share information, including resumes, job opportunities, cover letters, etc. It helps you find, interact with and evaluate candidates. Managers that supervise the recruiters are able to track and monitor the performances of their teams with the help of the right software.

But, with so many software available in the market, it becomes very difficult to select the best one. To help in this endeavor, we have provided a list of top 5 staffing agency software in 2018. This list is in no particular order.

Note: This list includes only software which are more suitable for staffing agencies than corporate recruiters.

1. Bullhorn

Bullhorn is the best staffing agency software consisting of a cloud-based applicant tracking and customer relationship management solution for small and midsize recruiting and staffing agencies. Some of the salient features of this software, include:

• Email integrations
• Social media integration
• Reporting tools
• Mobile recruiting
• Data storage
• In-built reporting and analytics capabilities
• Configurable dashboard
• Assists in tracking KPIs
• Passive activity tracking
• Management of business contacts
• Tracks candidates
• Post job openings
• Fill open positions

2. Jobadder

This staffing agency software provides a cloud-based recruitment management platform for staffing agencies and in-house corporate hiring teams. It can be assessed through a web browser on any internet-enabled device. Some of the salient features of this software, include:

• Job order management
• Match applications to jobs and track candidates’ progress
• Resume parsing
• Candidate searching
• Internal candidate searches
• Post jobs to a variety of job boards and social media websites
• Records candidates’ performance
• Manages candidate communication through phone, email and SMS
• Task management features including manage and prioritize tasks and set task completion reminders
• Integrated email plugins for Gmail, Outlook and Office for better management of contacts and communications
• Online training tools
• A website builder
• Online timesheets

3. TalentNow RecruitX

RecruitX is a SaaS based ATS product from Talentnow, which is built exclusively for recruitment agencies and staffing companies. It has the right combination of ATS, CRM and VMS features that help you win more clients and optimize your recruitment process - right from sourcing more and better candidates to making more submissions to closing more jobs. Some of the salient features of this software, include:

• Job management
• Candidate management
• Client management
• Vendor management
• User management
• Analytics & reporting
• Integrations with 14 different applications
• Mass mailing functionality
• Integration with your corporate website
• Task management
• Appointment management
• Interview management
• Resume parsing 

4. Zoho Recruit

This software has been created keeping in mind the needs of the staffing agencies. It is both a powerful recruiting software and a cutting-edge applicant tracking system that helps in streamlining the hiring process. Some of the important features of this software include

• Custom careers website creation
• Post to popular job boards
• Post jobs to social sites
• Resume parsing
• Search tools
• Resume preview without entering candidate’s profile
• Customize email templates
• Send SMS/ text messages
• Make calls
• G Suite integration
• Zoho Apps integration
• Zapier integration
• Assign roles

5. Avionte

This staffing solution software provides integration support between front office, back office and web portals to help staff members to access real-time data. This software needs to be used in the cloud. With the help of this software, you can gather and sort data about clients and employees like work-specific details and general requirements. It even provides performance metrics for branch operations, sales, corporate profitability and service. Some of the important features of this software include:

• Applicant tracking
• Resume generation
• Mobile searching
• Mobile sales application
• Sales pipeline management
• Customer relationship management (CRM)
• Reporting
• Electronic invoicing
• Cash card integration support
• Payroll management
• Email integration with Microsoft Outlook