Recruiters have one of the most difficult positions in an organization as they are often responsible for filling all jobs across every department. Breaking it down into the types of jobs that need to be filled, each with different job title requirements, skills, qualifications, and experience, can make it quite complicated.
Topics: Talemetry Today, candidate sourcing, talent management, Talent Trends, recruiting trends, Talent Networks & Sourcing, social recruiting, hr technology, recruiting, recruitment marketing, talent acquisition
As organizations leverage more and more recruiting channels, it’s getting harder and harder to know what’s working and what’s not. It’s a constant struggle every recruiter faces: fill jobs with candidates and keep recruiting costs within budget. Here are the top 3 mistakes that most recruiters make in their multi-channel recruiting strategy:
When we look at a typical ‘day in the life’ of a recruiter the tasks may vary, the activities may vary, and of course the results may vary. But what doesn’t change is the fundamental challenge of finding, attracting, and engaging candidates and getting them to express interest and apply for jobs.
Today we’re taking another look at some of the features that make Talemetry such a powerful tool when companies are looking for top-line job candidates. We talked earlier this week about how, contrary to some reports, the resume isn’t dead -- the vast majority of job applicants prefer to upload a resume to a careers site, rather then upload the information from a social network such as LinkedIn or Google+.
Big news. This week, we’re rolling out new updates at Talemetry, and we think you’re going to be pretty excited. We listened to recruiters and sourcers, and we kept hearing the same major challenges that come with the tasks of finding and managing candidates. While we could nerd out for hours on the technical details of our streamlined UI and incredible data set, we’ll keep it simple: Talemetry is solving recruiters’ problems.
This post is by Susan Strayer LaMotte, founder of exaqueo, a workforce consultancy. She builds cultures, employer brands and talent strategies for startup and high-growth companies and shows them the real bottom-line value talent plays in company growth.
You’ve probably heard that recruiters hate reading resumes, or are too inundated with them for candidates to really stand out, but that’s not necessarily true. Recruiters hate looking at resumes of unqualified applicants. Any talent acquisition professional doing a search for a hard-to-fill role requiring direct sourcing will tell you that, in fact, finding the perfect resume – or its proximity – is one of the most thrilling parts of the job.
Problem is, it doesn’t happen very often. As far as most line recruiters are concerned, if you don’t look good on paper, you don’t look good for a job, no matter how good a job you’d actually do.
Candidate sourcing is fast becoming a high-contact sport, with front-line recruiters developing new techniques and evolving old ones as the war for talent becomes more fierce. Filling the pipeline with high quality talent is today’s priority for Fortune 50 companies, staffing firms, and mid-size businesses. Fortunately for recruiters, we needn’t look far for some best practices for online lead generation to help make a significant impact to our talent pipelines. For the past decade, online marketing professionals have been busy developing a practice known as Demand Generation, which, in layman’s terms, is the art of online lead generation for a product or service through the web.
Do you remember the first time you used an ATM? That moment when you realized that you no longer had to wait in a long line to deposit a check, or had to rely on banker’s hours? How about the first time you used a GPS, when suddenly, you knew that wrong turns, bad directions and getting lost became, in an instant, a thing of the past? Or how about the first time you fast forwarded through a commercial on your DVR?
These technological breakthroughs may seem kind of, well, boring by today’s standards, but each of these technologies accomplished the rare feat of true innovation: completely shattering the old way of doing things for something far more efficient and effective.
If you’re like most recruiters, you’ve probably got about another twenty tabs already open on your browser in addition to this one. 15 of those, at least, will be hooked up to candidate databases like job boards, an ATS, or LinkedIn. Keeping all these windows open only makes sense (even if it makes browsing a bit slower).
After all, remembering all those passwords and usernames, much less using them to log in every time, is both a huge pain and a huge time suck. Tabs make it at least a little big easier to look at candidates side by side from different sources, even if their results (not to mention candidate relevance and ranking) display completely differently.