Recruiting Trends You Can’t Ignore in 2017

Jan06

As the competition for skilled talent continues to increase, it’s important to keep up with the trends that will be shaping the recruiting landscape in 2017.

According to LinkedIn’s global recruiting trends report, 2017 will be a great year to be in talent acquisition. Talent acquisition leaders will continue to move to the forefront taking a seat at the executive table and proactively help shape the future growth of the company — yet another reason to know trends that should be on your radar this year. Working with our clients over the past year, here are the key trends we’ve seen and where we think HR leaders should focus.

Rethink the candidate experience
In today’s candidate-driven world, it’s important to stand out from the crowd if you want to hire the best of the best. Candidate experience is a single factor that can help you stay ahead of the pack. Not only that, a great hiring experience can ultimately lead to better performance on the job, research shows that 15% of candidates who have a positive hiring experience put more effort into a job.

Upgrading talent
There is no doubt that certain industries like Oil & Gas, manufacturing and utilities have been going through significant change. And with that comes the need to hire a different set of skills and competencies that may not have previously existed within these organizations. The recent downturn in Oil & Gas opened up a new window of opportunity for firms to reshape their organization and hire for roles that didn’t previously exist. But, no matter the industry, it’s always important to be asking the question “Are there talent gaps within our organization?” If yes, it’s time to fix that by bringing on a new set of skills.

Create effective employer brand messaging
With top talent getting more offers, they are in a position to pick where they want to work. This is why a compelling brand message is necessary when it comes to enticing people to work for you. According to LinkedIn’s Global recruiting trends report, over 80% of leaders acknowledge that employer branding has a significant impact on their ability to hire talent. We see this challenge first hand, especially when trying to recruit talent to remote locations. If you don’t have a strong message and story to communicate to potential candidates, they won’t engage with your brand.

Having effective brand messaging helps you connect better with the best-fit talent and increases your chances of being seen as an “Employer of Choice”. To this end, employers should push out their message to targeted and engaged audiences using social media sites like Twitter, Facebook, and LinkedIn, along with more traditional advertising tools like online job postings.

Personalize the candidate experience
With talent hunting becoming more competitive than ever, there’s a stronger need for employers to think outside the box and devise innovative strategies. 57% of leaders agree that competition for talent is their top concern. Many recruiters are using the same tactics to source candidates: 92% of recruiters use social media; there are 43,000 LinkedIn Recruiter licenses, from which 1.29 MILLION InMails get sent each month and over 6.5 million active jobs posted on LinkedIn. Do you still think you’re the only one interacting with them? You have to cut through all of the noise to make sure you get noticed. If you’re into the habit of sending the same email to potential candidates, you’re most likely driving them away. Step up your talent acquisition strategy by taking the time to tailor your communications to potential candidates.

One of the best ways to elevate your candidate experience is to keep up with regular market research. According to a recent survey, 90% of global professionals are open to hearing from recruiters about new opportunities, but recruiters aren’t sharing enough information about the culture, what it’s like to work there, what’s expected of the role, and career growth opportunities. This clearly shows that recruiters need to be more in tune with how potential candidates behave, their preferences inside and outside of work and where they want to take their careers. Bridging this gap is crucial in creating better and more personalized candidate experiences.

Build great partnerships
The stakes have been raised — A-level talent is, on average, only actively on the market for 10 days; yet companies are taking longer than ever to hire. In fact, it’s taking companies an average of 68 days to fill an open role (that’s 21 business days longer than in 2010). If you really want to hire top talent, you need to go further than your usual recruitment strategies to tap into passive candidates. This is where a reputable, experienced search firm can be useful. Building an effective partnership with the right search firm can help you woo the passive A players that aren’t actively seeking a new job, but are open to new opportunities.

In the fast-moving world of business and recruiting, you simply can’t move the needle without being aware of the emerging trends. Strategize your recruiting efforts around these trends and stay prepared for the changes coming this year and beyond.

How to Stand Out When Recruiting Top Talent in Remote Locations

Dec18

With candidates wielding the power in the current job market, companies are having to work a lot harder than before to recruit and retain top talents. But, if you’re out scouting for talent in a remote location, you can expect to feel the heat even more strongly. In my experience of recruiting for rural locations, I’ve always felt that a brand with a strong message has a clear edge over its competitors when it comes to attracting potential candidates. In one of my previous articles, I’ve written about how to create a compelling pitch to sell a remote location to potential candidates.

However, in addition to having a strong message, there’s also something else you need in order to fill your open jobs more effectively — creativity or the ability to think outside the box. In the words of Dr. John Sullivan, a globally recognized thought-leader in the field of HR and talent management:

“If you want to succeed in the war for talent, you will find that it takes a great deal of creativity and innovation. The staid old approach won’t “cut it” in a world that expects “WOWs.” You must stand out from the crowd if you are going to get the attention of top talent.”

So if you’ve been using the same recruiting methods and practices when hiring talent for your rural office, it’s probably time to rethink your current approach. Here are some ways you can shake up your recruitment approach.

Understand Who You Are Recruiting and Explore More Effective Sourcing Methods
Traditional sourcing methods like posting on job boards, attending campus career fairs etc. are time-consuming and rarely bring desired results anymore, especially when you’re looking for a specific breed of interested candidates — ones that possess the right skill set along with the desire to relocate. Plus, these recruiting methods aren’t effective if you want to stand out from the herd in posing as an attractive option for job seekers.

Today when going by the old rulebook no longer applies, it calls for experimenting with new and innovative ways to lure potential candidates. Honestly this isn’t new information. As Recruiters we have to be better at understanding the business and understanding the competitive landscape. For starters, in order to be effective at sourcing, you need to do your homework. Conduct extensive research in order to have a good understanding of who your ideal candidate is, which universities are in the area, who the largest employers are in the area, and the workforce you have around you in the surrounding towns.

Once you have a good understanding of who you are trying to hire and where you may find them, experiment with new and innovative ways to lure potential candidates, such as:

• Reach out to skilled candidates that may have gone to school in the local area or have an affiliation with the community in some way.
• Conduct a LinkedIn search to find people who are already familiar with the location. LinkedIn can be overused for InMail blasting, but is still the best research tool around.
• Scan your competitors or other local employers in the area who may be hiring people with the same skills as you are.
• Understand if there are people who may fit your organization. They may not be perfect, but with a little training they will be.
• It’s also a good idea to look at other rural-based competitors. If a candidate was willing to relocate once for an opportunity, it may not be far-fetched for them to consider moving again.

Don’t Be Afraid to Promote Someone
Often companies get stuck or hung up on finding a candidate that already has a specific job title. But think about how hard it is to entice a current director in Denver to move to Topeka, KS for a lateral move.
You may have better luck reaching out to current managers to position this role as a great opportunity for upward mobility in their career. We often have success targeting strong managers for director level roles. This gives people the ability to move up when moving to a new company. If they are going to leave a place where they are happy or content, it has to be a good career move and/or be an increase in compensation.

Introduce New Benefits
We all know relocating employees comes at a cost. When encouraging a candidate to relocate, you can’t expect to pay them the same salary. Unless the cost of living differentiation is substantial — let’s say from San Diego, CA to Pueblo, CO for example — you may have to pay above what your target compensation is in order to attract good talent in a remote location.
Companies have become very sophisticated when it comes to paying people. With compensation groups using industry survey data, people are essentially being paid the same from company to company. So if you are trying to get someone to move, you will more than likely have to pay more than the typical 50-75th percentile. I know that may not sit well, but it is realistic in today’s market.

Another area to look at is your benefits package. For example, can you offer corporate housing to use for a period of time? However, you can also go beyond attractive packages and relocation expenses to introduce benefits that not many employers are providing. For instance, reimbursing travel and living expenses for the employee to commute during the week, but allowing them to return home on the weekends is an emerging new trend known as “super commuting.” This is especially beneficial when the employee doesn’t want to uproot their family but still considers the job opportunity to be worth it. But of course, this works for those people who are willing to commute long distances once or twice a week.
Some companies like Facebook follow yet another strategy. They pay their employees a monthly stipend to encourage them to live closer to the office. Why would you think this works? Because longer commute time dramatically cuts down employee productivity, disrupts work/-life balance, and lowers workplace satisfaction. Supporting this fact is a research by Cornerstone OnDemand Inc. that found workers with commutes below 5 miles stick to their jobs 20% longer on average.

Recruiting for remote location requires a different approach because candidates willing to relocate aren’t necessarily where you’d expect them. Out-of-the-box thinking combined with clever tactics will help you tap into markets where untapped talent exists.

What does Good Look Like? 5 Signs that You’ve Spotted a Great Resume

Jun02

Hiring managers are always trying to recruit the best and brightest talent. And pretty often, it seems like they’ve tasked you with finding a needle in the haystack. Sure, you may be famous for being an efficient resume scanner — it takes most recruiters no more than 6 seconds to decide if the candidate is worth calling in for an interview. But it all boils down to how you spend those 6 seconds.

As the first step in the hiring process, resume screening is extremely critical and can save you a lot of potential headaches, frustrations, and time down the road. So how do you know when you spot a good resume? Of course, there are those typical red-flags — typos, sloppy grammar mistakes or hard-to-read fonts — that help you weed out the good apples from the bad ones. But there are more important areas (specific to each industry) to pay attention to, plus each job is different, so there’s no one way to answer this question.

Now we all know that some great candidates may have terrible resumes. Those candidates are hard to determine based on paper. Still, there are certain common traits shared by most resumes that stand out from the crowd. Here are some of them.

  1. They reflect a match made in heaven. OK, that may be a bit of a stretch but how well a resume matches the purpose, intent, and goal of the company is really the first and one of the most important filters.A resume can be viewed as a marketing tool that’s used to showcase the most important aspects of a candidate’s overall experience. And by important, I mean how vital or relevant their experience and skills are for your company. If a candidate ticks off most boxes, his/her resume should clearly give you good vibes.In other words, you know you’ve hit upon the right resume when it makes you think— “yes, she would be a great match for this role!” Unless you experience this aha-moment, it’s safer to press the “next” button.
  2. They are concise yet have all the relevant info. A great resume is to-the-point but also has enough substance to help you make a decision. Such resumes usually contain bullet points with only the most pertinent details and selective words that make an instant impact.
    As a result, it’s not only easy for you to glance through the entire resume without tiring your eyes and your patience but it also serves to show that the candidate is articulate and downright smart — qualities that make a candidate that much more “hireable.”On the contrary, a resume that’s written in paragraphs or takes ten pages to explain something is an immediate thumbs down.
  3. They show a consistent progression in career. Is there a career progression? Does the candidate have increasing levels of scope and responsibility? —an ideal resume answers these questions.
    Unless you’re looking for new graduates or interns, it’s critical for a person’s resume to show progression in their career, whether it’s increased job titles, more responsibilities or varying levels of team management experience, etc.
  4. They show the exact employment dates. If you’re like me, one of your major pet peeves would be fuzzy employment dates on a resume. To be honest, resumes containing employment dates that don’t add up make me wonder if a candidate is trying to cover up something or holding back the truth that they think may raise an eyebrow.Also, when it comes to a person’s tenure with each company, look for 2+ years per job OR 3-5 years within a company—which also depends on the field/industry. But these are good yardsticks for evaluation. We’ve all had a “bogey” or made a short-term mistake in our career where we leave a company after a year. However, seeing a short-term stay pattern is usually a quick warning sign.Career gaps may be OK, so are job moves, but do they make sense? Good resumes are honest and sufficiently explain those less-than-impressive career choices instead of letting our imaginations run wild!
  5. They demonstrate results. A resume that shows how the candidate has added value to his/her employers in their career span using quantifiable figures ($, %, #) almost instantly gets some extra attention. This is, in fact, the most important thing I look for. Some of the best resumes I’ve seen so far had demonstrated how the candidates helped their previous employers meet their objectives—to grow, to increase sales, to retain customers, and so on—in a crisp and concise manner. What’s not to like!On the contrary, a resume without any quantifiable result is a hollow thing — the candidate could be the same or even worse than thousands of others waiting in the line. To be sure that they are hiring the right person, employers want to see the results they can bring to their organization. And, a result-oriented resume is the best way of knowing.

There you have it — five easily-discernible signs you can spot in a good resume to determine what good looks like (on paper). Hope this’ll help you zero in on the right resumes sooner and more effectively.

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