Misc

Superhuman powers

We asked recruiters, hiring managers, and business leaders for their Superpower tips for successfully hiring the best candidates.

What’s your “secret” recruiting superpower?
Is it your process? Your structure?
A special set of tools or tech?
Your ability to listen and get people?

Get to an Offer in Two Weeks or Less

My recruiting superpower is to streamline our hiring processes so we can get to an offer in 2 weeks or less, from my first conversation with candidates. This is extremely helpful in competitive situations where more than our company wants to hire a candidate. Twice, in August we beat out competitors simply because we collapsed the process and the other companies couldn’t make an offer before our 7 day expiration date on our offer letter.
If you have 2 coding interviews, then send them invitations for both coding interviews at the same time. Get every interview scheduled upfront. This move occupies your candidates’ calendars with your interviews making it harder for competitors to schedule with them. It also impresses your candidate on how efficient your company is compared to other companies that go dark on them for a period of time.
Marsh Sutherland, Senior Technical Recruiter at
Ocient

Treat Existing Employees Excellently

Our company’s “secret” recruiting superpower is being excellent to our employees. We work hard to create a fun and positive online office environment and take care of our employees. As a result, staff proactively encourage friends and family members to apply for openings even before we solicit employee referrals. These internal recommendations help us speed up the hiring, vetting, and onboarding processes and aid in identifying candidates with great cultural fit. Not to mention, referred applicants help to reduce employee attrition rates.

Tasia Duske, CEO of Museum Hack

Use Behavioral Interviewing

Our firm’s recruiting superpower is using Behavioral Interviewing.  Based on the idea that the best predictor of future behavior is past performance, our internal interview process (and the interview process we train our consulting clients in) create an environment where we ask good questions to get good answers.  Based on our questions, we are able to obtain objective, job-related answers from candidates. Rather than ask hypothetical or theoretical questions, we frame questions in a way that allows candidates to speak about their past experience and we understand how they will perform in the job for which they are applying. 

A simple example – rather than ask “What is your philosophy on managing conflict in the workplace?” we invite the candidate to provide an example by asking “Can you share a time you managed an employee conflict.”  A simple reframing of a common question lends itself to a higher quality response, which allows us to better evaluate a candidate.
Eric Mochnacz, HR Consultant at Red Clover

Focus on a Candidate-Centric Process

The recruiting process of most companies concentrates on filling the position, which means that every step of their strategy revolves around this aim. Our team focuses on studying the candidate’s traits instead, taking note of easily identifiable qualities and digging deeper to find more that match the requirements for the position. This candidate-centric process enables us to know more about the candidate, also helping the candidate notice the extra mile we go to help them reveal their particular traits.
Riley Beam, Managing Attorney of Douglas R. Beam, P.A.

Adopt a Proactive and Quick Recruiting Approach

My recruiting superpower is the eagerness in which I approach possible candidates on LinkedIn and respect for both their and my time. If I wrote to you, that means I believe you’re up for the job. If you truly are, based on what I read in your resume and what I heard during the interview, I will waste no time with the decision. Seeking jobs is nerve-wracking as it is and I try to make it less so for candidates.

Maciek Kubiak, Head of People at PhotoAiD

Focus More on Conversation as Against Process

Engage in conversation. Some recruiters focus too much on the process and structure that they forget to “listen” to the candidates. Avoid a dry Q&A process which filters out many qualities of a prospective candidate wanting to market themselves. Technical conversations may occur although human engagement is necessary. Hosting an organic conversation about the role and how the candidate can contribute will allow both parties to learn about one another. Focus on selling the role and employer rather than making it about yourself. If recruiters “listen” better, they can align the right roles with optimal candidates that will likely accept the role. If they decline roles, ask why, so they aren’t overlooked for more refined opportunities down the road. Most job candidates do not change their preferences overnight. Also, no one likes to keep repeating themselves for them to be literally heard. Job seekers will move on to better sources that align with their respective needs.
Sasha Laghonh, Founder of Sasha Talks

Attract Creative Talent With Branded Content

A creative and fun work environment. We believe our work speaks for itself, and we post branded content and other projects we’ve produced to attract potential employees. We foster a collaborative environment for our team and have learned people have followed us to see our process and how we made what we made. We post behind-the-scenes of our productions as a way to attract new talent as well as promote our brand. Being open about the process and presenting a fun and creative environment is key.
Stephen Skeel, Co-Founder of 7 Wonders

Identify and Hire People That Fit the Company Vision

In the long run, every employee in our organization connects with our vision and plays different roles accordingly. Since this approach is what has worked for us, we ensure that we induct this approach into our recruitment formula too. In finding candidates who fit our company’s vision, we are able to create a team that commits to a lot more than just a job position. This solution also helps candidates connect easily, considering how the best ones are those looking to engage in a long-term association.
Azmaira Maker, Ph.D., Founding Director of Aspiring Families

Let Your Brand be Seen as a Niche Authority

My go-to approach has always been (and continues to be) becoming an authority in a very specific niche related to the digital marketing sector. For example, a known figure in the link building or technical SEO sector. As a thought leader and authority in a niche, you naturally get incredibly talented juniors looking to learn from you. This then presents opportunities to hire fantastic juniors especially, and you can train them exactly to your processes from the outset. Perfect!
James Taylor, Founder of Digital Tool Report

Listen More and Build Relationships

Many people believe that the key to successful recruiting is having a great process. While having a streamlined process is certainly important, it is not the only thing that makes a successful recruiter. In fact, many of the best recruiters are those who have mastered the art of listening. They take the time to really understand what their candidates are looking for and match them with the right roles. They also know how to build relationships and keep candidates engaged throughout the process. In short, they possess all the skills necessary to find the best talent and help them reach their full potential. So while having a great process is important, it is not the only thing that makes a successful recruiter. The ability to listen and build relationships is just as important.
Travis Lindemoen, Managing Director of nexus IT group

Understand What People Want From Work

My recruiting “superpower” really is to understand what people are looking for in a job and be honest about what we can offer. Most people want an employer who is honest and loyal to them. They want to know that employers won’t fire them because they made a mistake or because they have to take time off for family. They also want to know their hard work will be rewarded with more pay or a promotion. Employers, especially those at big companies, have developed a bad reputation for using people up and hanging them out to dry. I am not like that and that comes across when I talk to possible recruits. They know that I want them to succeed and fulfill their dreams as much as they do. They also know that I will help however our company fits into that scenario whether it’s a job they just want through college or a long-term career.
Jessica Tasios, Dentist at Ora Dental

Look and Listen for Soft Skills

Look and listen for soft skills. Our secret recruiting superpower is our laser focus on soft skills in candidates because we believe soft skills are hands down the single most important thing a candidate can bring to our company. For example, we search out soft skills by asking specific questions about teamwork, leadership, and problem solving, and learning how to really listen to and translate their answers. Soft skills are often innate, and not something a candidate is used to parading around, so we really have to listen for their answers and translate them into our own terms. It takes a lot of energy and attention, but looking and listening effectively for soft skills in candidates is how we have formed the incredible team we have today.
Susan Shaffer, President of Pneuma Nitric Oxide

Endear With a Friendly and Approachable Personality

Be Approachable. People tell me all the time: “I just feel comfortable around you.” To me, this is the greatest compliment. I never try to be the loudest person in the room. Rather, I cultivate a warm and friendly demeanor that endears people to open up. I don’t want to intimidate people or make them feel competitive. I want them to trust me and like me. That’s how you get ahead as a recruiter.
Rob Reeves, CEO and President of
Redfish Technology

Recruiting Automation - Ben Eubanks Podcast

Our CEO, Jonathan Duarte, just completed a Live Cast on LinkedIn, with Ben Eubanks, of Lighthouse Research & Advisory, one of the top HR Tech analysts.

We talked about recruiting automation, text messaging with candidates, building ‘ReEngagement” campaigns, re-engage with the candidates in your ATS, to fill your recruiting funnel with candidates who already know your brand.

Recruiting Automation - Ben Eubanks Podcast



About Ben Eubanks:
Ben is a human capital management industry analyst helping companies and vendors with strategy, content, and more. He has worked as an influencer and analyst for more than ten years with seven of those in an independent capacity.
His experience working as an in-the-trenches leader in the human resources field has provided a broad range of opportunities to lead HR in smaller organizations, government contracting firms, and the nonprofit sector. Ben’s hands have been in pretty much everything at some point: recruiting, benefits, training, employee relations, executive coaching, and the rest of the spectrum you run across in an HR shop.

Lighthouse Research & Advisory

About Lighthouse:

Lighthouse Research & Advisory, is a modern analyst firm dedicated to setting the standard for excellence in talent acquisition and beyond.
By providing compelling research and actionable insights for recruiters, hiring managers, and business leaders, our mission is to navigate the rapidly-changing tides of human capital management in order to support today’s talent advisors.
From establishing frameworks for end-to-end recruitment marketing and high-powered CRM practices to illuminating the strategic impact of candidate experience and employer brand management, our goal is to chart a new course for talent acquisition.

HR Examiner & GoHire with John Sumser

I first met John Sumser, the Principal Analyst at HR Examiner, and one of the most sought after HR technology analysts, some 20 years ago, back in 1998, or so. HRExaminer

That year, John hosted a cocktail party at his home in Milly Valley, CA for a small group of HR technology founders who where attending the SHRM conference in San Francisco. It was a pretty small group back then.

I’m not sure how it all came together, but the party started winding down, and typical to any great conversation with John, questions about the future of recruiting, technology, and the market continued to deepen.  At the time, there were only a handful of ATS systems and job boards. Most ATS systems were customized resume scanning systems that took paper and fax resumes, digitized them, and made them searchable.

The conversations continued late into the evening, concluding with conversations of mergers and acquisitions, while enjoying John’s hot tub. A memorable night for sure.

I recently had the honor of speaking with John on the HR Examiner Podcast series, where we talked about Recruiting AI, chatbots, text messaging, and loads of other technologies entering the recruiting and HR markets.

Over the years, I’ve had numerous memorable conversations with John, an wanted to share a couple of my favorite “Sumser Quotes”. (they’re paraphrased.)

A Social Network for unemployed people?

“Who would ever want to join a social network of other unemployed people? That makes no common sense. Who wants to hang out with bunch of equally depressed unemployed people?”

… John’s response to my question; “What do you think about Jobster?” at the Jobster launch party at ERE in San Diego 2004? Well we know how that story ended. Meanwhile, another little company had yet to surface publicly in the recruiting space, a social network for professionals… LinkedIn.

Diversity in the workforce:

“Here’s the problem with solving diversity in the workforce.

Say your company has been successful for years, and the one thing that’s unique about your culture is that everyone wears a clown suit.

As business continues to grow, you need to bring on more people.

So you interview some great people and hire who you think will be a great employee.

Then, on the new recruits first day of work, they show up bright and early… wearing lederhosen!

Now what do you do?

Do you make them change to a clown suit? Do you make everyone else wear Lederhosen? Do you find a way to embrace clown suits and lederhosen?”

If you ever get a chance to sit down and have some deep conversations with John, I’d highly recommend it.

Beware; Be prepared to think! Bring an open mind! And, Good Ideas and Data, go a long way!

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Now Hiring Signs that work
Now Hiring Signs that work

Retail and Hospitality recruiting is getting harder and harder.

“Now Hiring” signs and “We’re Hiring” signs are a great way to get the attention of your existing customers and local foot traffic. But, sending potential applicants to a career site, that requires them to type in 20 characters, on a mobile phone, and then try to apply via a non-mobile optimized web site, is a recipe for failure.

Per Jobvite’s annual “Recruitment Marketing Funnels” report, as well as Appcast’s Cost Per Applicant annual survey, the average Career “Visitor to Apply” converstion (ie. of all the people who visit your career site, the percentage of those visitors who complete an application), was 8.52% in 2016, per Jobvite, and even lower per AppCast.

That means that 9 out of 10, or more, of your organic and paid job seekers who visit your career site, are leaving without you knowing much about them.

That also means that 90% of your recruitment marketing budget was WASTED!

How do you solve that problem?

Find alternative solutions for your prospective workforce. If you’re hiring a non-desktop workforce (ie. a workforce that is probably “Messaging First and Email Second” you might consider a Text Messaging Chatbot, that engages candidates, stores their contact information, etc.

 

Doing the same thing as your competitors will only get you the same results.

You Choose, leave a comment below.

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GlassDoor was acquire for it's SEO value

Indeed is in an all out war to keep it’s job seeker traffic alive.

The acquisition of Glassdoor, by Recruit, Indeed’s parent company, for $1.2 Billion, should not be considered an acquisition of Glassdoor as a company and business model, but as a lifeline for free job seeker traffic for Indeed.

Glassdoor, like Indeed, has been profiting from free, job seeker traffic from Google for years.
GlassDoor was acquire for it's SEO value

With the Recruit acquisition of Glassdoor, Indeed will benefit from all the free job seeker traffic that Glassdoor is getting from Google. SEMRush.com suggests that’s 27 million FREE visitors per month.

For over a decade, Google Search has been the first place job seekers go to look for a job. Over that same period, Indeed has been the primary recipient of that organic job search traffic.

Last year, Google launched Google For Jobs. Stating they were going to change how results were being displayed in the US search results, for “job related” terms. Meaning, that instead of showing normal search results, they would show aggregated job content directly from employers, applicant tracking systems, and multiple job boards. Essentially killing a significant percentage of Indeed’s free job seeker traffic.

The solution is simple and levels the playing field for anyone who wants to get their job listed in Google Search.

Indeed is faced with several problems:

  1. Candidate Acquisition Costs are going up and will never be free again. Their cost to acquire job seekers continues to rise, as they have to pay more and more to acquire the same number of visitor they had last month.
  2. With low unemployment, there are fewer and fewer active job seekers, making even harder to maintain their traffic.
  3. Google For Jobs is expanding Internationally, meaning, Indeed is going to lose their free job seeker traffic in nearly all their international markets. Recruit bought Workopolis in Canada a couple weeks back, and within a couple days, shutdown the entire website and operations. We can only assume this was a defensive strategy to once again maintain job seeker visits, knowing that Google For Jobs is going to be launched in Canada soon.
  4. Indeed was once known for generating lots of low-cost, if not free, job seeker traffic for companies. That brand and promise is quickly dying, as they are raising prices, and delivering fewer results.

The Impact on Employers:

  1. The cost for Job Seeker traffic is going up. For most employers, the cost to recruit candidates will continue to go up. From several first-hand conversations with VPs of Talent Acquisition, and industry insiders, Indeed’s traffic to customer’s jobs has been consistently dropping, while sales people are calling requesting more money, for less traffic.
  2. Free and low-cost Indeed traffic is dying. Indeed  is now selectively eliminating scraping jobs from company websites and removing those jobs from it’s search engine.  This process has been nick-named the “Indeed Jail”. The fact is, the days of free Indeed organic traffic are coming to an end.
  3. Employers can’t generate qualified candidates with a “Post N Pray” strategy. From the early days of the Internet job board business, and applicant tracking systems, employers have relied heavily on their job being “found” using aggregators like Indeed and SimplyHired, who could drive lots of inexpensive job seeker traffic to their career sites. With static budgets and rising costs, this strategy doesn’t work anymore.
  4. Talent Acquisition leaders need to investigate alternative solutions.  Over the last decade, the primary recruitment marketing strategy has been post jobs to job boards, like Indeed, redirect candidates to the corporate career site, and hopefully about 10% of those visitors will apply. That used to work, especially when the economy was hurting and there were lots of people looking for jobs. But now, with unemployment at record lows, job seekers aren’t visiting job boards in the same numbers, and the candidates who are visiting, have multiple opportunities.

What can employers do today! 

Do SOMETHING! This problem isn’t going to go away, ever!

Increase the Visitor to Apply ratio of visitors on your career site.  If you have an existing constraint, ie recruitment market budget, and can only afford to spend $X dollars, your going to need to generate more qualified applicants for that same dollar.

Audit your candidate apply journey. Physically walk through the job seeker process of finding your company jobs on a job board, like Indeed, and then follow the path that a job seeker would take to apply for a job. Chances are your apply process, career site, candidate assessments, and the rest of your process has at least a couple of big issues that can be fixed quickly, with little effort. But you need to know what they are. (Actually, it’s better to have someone who has never been on your career site do this, because they “have a fresh set of eyes”.)

  • Document, every web page in the process.
  • Document how long it takes.
  • Screen shot EVERY screen.
  • Right down EVERY confusing step, or “weird” error, or redundant step.

Implement a Programmatic Job Advertising platform. For mid-market companies with 100+ open jobs per month, programmatic advertising solutions will scrape your website, like Indeed does, and then a computer will help publish your jobs to specific job boards, that will get you the best number of applicants, without blowing your budget on individual job postings. You can save 30%, or more, in the first 90 days, if you do it right. Will it take time to set up? Yes, but once you do it, it will be a long-term strategy that continues to pay for itself day after day, month after month. (Again, reach out if you want to learn more).

Implement a Career site Chatbot

Implement a Text Messaging Chatbot solution

  1. Implement

If that’s you. There are alternative solutions.
They can actually Save Money!
They can increase your Candidate Apply Rates by 500%!
They can increase your candidate pools by 900%!
They can be implemented within days.
And, they don’t require IT support, changing of your technical stake, changing how your recruiters work, etc.

If interested, call me directly:
Jonathan Duarte
949-287-4154

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Increase Employee Engagement with Viagra
Increase Employee Engagement with Viagra

Millions of dollars are spent every year on employee engagement.

We know employee engagement has a direct link to workforce productivity, but what we didn’t know is that Sex might just be the best employee engagement solution yet! Maybe we’re trying to use software to solve a human issue.

“We make jokes about people having a ‘spring in their step,’ but it turns out this is actually a real thing and we should pay attention to it,” said Keith Leavitt, co-author of a recently released research report “From the Bedroom to the Office:Workplace Spillover Effects of Sexual Activity at Home.” Leavitt is an associate professor in Oregon State Universities College of Business, and co-authored the report with Christopher M. Barnes, Trevor Watkins, David T. Wagner.

Sex at home increased both daily job satisfaction and daily job engagement…

The results of the 2 week study of married, employed adults, showed the following:
1. When employees engaged in sex at home, they reported increased positive affect at work the following day, independent of the effects of marital satisfaction.
2. Sex at home increased both daily job satisfaction and daily job engagement as a function of increased positive affect.
3. Daily work-to-family strain-based conflict significantly reduced the likelihood of engaging in sex at home that evening.

So, there you have it… maybe Viagra, or Cialis is the new employee engagement and retention strategy?

I’d love to be a fly on the wall when someone actually bring this topic up to there Human Resources rep.

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