Wondering how to keep up in today’s recruiting landscape? Have you noticed your tried and true methods aren’t cutting it anymore? Can’t seem to get the qualified candidates you need to meet business objectives?
Today’s recruiting is different than it was even five years ago. Do you know how? Social recruiting, mobile technology, and employee referral programs are the rapidly evolving recruiting methods needed to reach the diverse mix of generations in today’s workplace.
As Forrester Research’s principal analyst Claire Schooley recently discussed in an interview with HireVue that ContractRecruiter examined, recruiters are facing a paradigm shift in both recruiting methods and candidate expectations. It takes meeting recruiting challenges head on and getting up to speed right now to become a better recruiter. It takes top resources to get equipped to keep up with candidates, use new technologies, and understand the finer points of effective and successful recruiting.
Recruiting and HR guru Dr. John Sullivan echoes some of the same sentiments as Schooley. He predicts that the top upcoming recruiting challenges will include not being prepared for intense recruiting competition, being overloaded by the increase in openings, and recruiters and hiring managers unprepared for the changes in recruiting.
Learn from the top experts
To become better at recruiting, recruiters must stay on top of the latest thought leadership about recruiting, no matter the size of their company. It’s a mistake to think you don’t need to keep up with recruiting trends because your company doesn’t have the resources for it or that you can’t compete for top candidates like big national or global corporations.
Sources as diverse as LinkedIn, SocialTalent, and GoodReads have lists of the most important books for recruiters. While at first glance some of the titles may not seem to be totally related to recruiting, like “The Tipping Point: How Little Things Can Make a Big Difference” and “Drive: The Surprising Truth About What Motivates Us,” they all have insight for today’s recruiting. And books like “The Professional Recruiter’s Handbook: Delivering Excellence in Recruitment Practice” and “Search and Placement! A Handbook for Success” speak directly to the recruiting industry and profession and give readers active insight into where they need to improve and adapt best practices and better methods.
Books by top recruiters are required reading, including Shally Steckerl’s “The Talent Sourcing & Recruitment Handbook,” Lou Adler’s “The Essential Guide for Hiring & Getting Hired,” and Dr. John Sullivan’s “Rethinking Strategic HR.”
Not big on reading? Many are available as audio books and on Kindle, on tablets and smart phones that can read the content aloud. The content, ideas, and industry and profession information are too important to pass them over.
Stay on top of recruiting software and technology
The Recruiting Division has looked at recruiting technology in “Which Type of Recruiting Software is Right for You?” and “Which Applicant Tracking Systems Should be on Your Short List”. LinkedIn, applicant tracking systems, social recruiting, mobile recruitment – recruiters and employers cannot be effective or successful without new recruiting technologies. They may think they are able to hire people without using these technologies, but they won’t be able to get near the top candidates in time with any kind of manual process.
LinkedIn and other social recruiting sites and tools have been shown to be part of the effective communication strategies of profitable companies. A Towers Watson study “2009/2010 Communication ROI Study Report: Capitalizing on Effective Communication” suggested that companies with the most effective communication strategies that included social media posted higher returns. Management consulting firm McKinsey & Company reports measurable business results from using social media.
HiringThing is a recruiting software cloud service that’s integrated with social media. It enables recruiters and employers to easily post jobs online to multiple job boards and bump them out to social media. The software makes resume sharing, note taking, and applicant tracking fast and easy with features for screening questions and ranking applications.
iCIMS is a web-based employment management system with three levels for different business needs. iCims Recruit enables users to automate much of recruiting with applicant tracking. iCims Connect is a candidate relationship management tool with effective communication tools to quickly and easily reach out to candidates, make connections, and keep in touch. iCims Onboard enables recruiters to automate their onboarding processes for a standardized onboarding experience that supports company culture and new hire productivity.
Technology helps recruiters streamline recruiting processes, connect and communicate well with more candidates, and reach candidates that would otherwise be out of reach. Not using some form of current recruiting technology is a disadvantage that companies just can’t afford in today’s job market.
Join recruiting associations
A big part of the newest recruiting techniques, trends, and thought leadership comes out of industry associations, and every recruiter can benefit from the resources and networks provided by an association. Glen Gutmacher’s long career in recruiting, including job board development and recruiter training, gives him a unique perspective in the recruiting industry. He knows the value of recruiter associations, including networking opportunities, free and fee-based resources, and access to information about new and evolving recruiting techniques.
His list of more than 30 recruiter associations reflects the diversity in the types of recruiting there are, such as Alliance of Medical Recruiters for healthcare recruiters and Association of Financial Search Consultants for banking recruiters. One of the major benefits of joining recruiter associations, according to Gutmacher, is the opportunity to be around and in contact with other recruiters to discuss candidates, recruiting news and trends, and the latest resources relevant to niche recruiting, such as the directory of state medical boards on the Alliance of Medical Recruiters website.
The International Association for Corporate and Professional Recruitment provides opportunities for top human resources and corporate talent specialists to share recruiting strategies, best practices, and expertise online and at annual conferences.
If recruiting in another country, NPAworldwide offers international memberships for recruiting firms across the world. Their member resources include continuing education, recruiting news and industry analysis, member services, and recruiter training and mentorship.
Recruiter training is a resource to make recruiters better that can’t be overlooked. ContractRecruiter knows the value of recruiter training to help recruiters meet the ever shifting challenges of recruiting and discusses recruiting conferences, learning from recruiting veterans, and formal training certification in “Looking for Recruiter Training?” and “Best Resources for Recruiter Training in 2014.” Even if you don’t use all the resources available for recruiters, reading books about the latest recruiting methods or joining an association with other recruiters who are doing the same things you’re doing helps you be a better recruiter.
Andrew Greenberg’s roots in recruiting date back to 1996. He has experience both on the agency-side and corporate-side of the staffing business, with a focus in the financial services space at companies like Bloomberg and UBS. He also has core experience with information technology staffing, and has worked for major software companies such as SAP Business Objects and IBM/Informix Software. To get in touch with Andrew, you can reach him by email or by phone at (800) 797-6160.