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Recruiter Consultant or Paper Pusher

Elevate your recruitment strategy with insights on market understanding, brand advocacy, and relationship building. Harness internal and external data sources, create dynamic sourcing plans, and engage candidates authentically for unparalleled results.

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Recruiter Consultant or Paper Pusher

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Presentation Transcript

  1. Recruiter Consultant or Paper Pusher It’s up to you!

  2. Our Goal Is To Help You Succeed Traits of a Recruiting Consultant • They understand what the need is they are recruiting for • They understand the market • They have a sourcing plan • They are good at developing and nurturing long term relationships • They are brand ambassadors for their companies

  3. Understand the landscape Pick Me Pick Me! Not Looking 20th call this week

  4. You want me to find what?

  5. Understanding the Job

  6. Internal Data • Hire Reports – where did your hires come from (where did they work and get their degree from – do they even have degrees?) • Compensation Reports (where in the range are you having to pay, did it include relo?) • Source of Hire | Applicant Reports (where are your hires for this skill set typically coming from?) • Internal Interviews of incumbents • Research your company leaders in the space and find their presentations and videos and social footprint

  7. External Data Competitor Research (building your target list) • Indeed | SimplyHired | Linkup | JuJu– free resources • ZoomInfo • Wanted Analytics – paid - https://www.wantedanalytics.com/ Review your competitors sites (web and social) Location Information – what is cool about the area you work in. What type of talent resides in your targeted area Review other job descriptions and resumes to find keywords US Bureau of Labor Statistics

  8. Create a Sourcing Strategy

  9. A Typical Sourcing Strategyonce you understand the need ATS – review active candidates that have applied to your current role and similar roles Internal Applicant Pool Job Postings - aggregators, mega, niche, alumni Resume databases – aggregators, mega job boards, niche, alumni Employee referral – parties, competitions, external and internal referrals Alumni – Education, Work, Your Company Military Events

  10. Kicking It Up a Notch Social Campaigns – personal and corporate Event Planning – job fairs, conferences, webinars, chats, in house tech events, Education – University, High School, Middle School YouTube | Slideshare | Pinterest | Instagram Crazy Recruiting Ideas - http://www.slideshare.net/intuitcareers/talent-net-sept2013final-version09-13-2013-slideshare Preparation is key – create your phone screens up front An Excel spreadsheet with your candidate flow shows the work you have done

  11. Learn to tell your story Your Sourcing Plan IS Your Story

  12. We said repeatable sourcing plan but you have to analyze the ROI Free tools Google Analytics | Google URL builder Bitlys / Bitly Bundles Run your internal reports Paid tools Jobs2Web & Smashfly Survey Your Candidates

  13. Tips to Engage With Candidates But not in a creepy way

  14. Tips to Engaging with Candidates • Personalize the message – show you are interested in them – mention something you saw in their resume on a social site. No form letters • Reach out to them thru different channels • Use Video – show them the culture • Schedule time to follow up – check in’s (San Diego fire example) • Interview with a community mindset rather than just the open position you have today (find out relo options even if you have local position) • Connect with them on LI, put them in a twitter list and retweet, review the groups they are in, follow them on stackoverflow and github • Follow Pinterest, Instagram sites, retweet • Share important company updates • Invite them to company events (Tech Events, D4D Sessions, Idea Jams, Hackathons

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