Recruiter Insights

11 Things Top Recruiters Should Tell Candidates

By | Recruiter Insights

I’ve been talking about the need for recruiter branding for some time now. It’s a pretty simple, yet deeply powerful concept: When sourcing talent gets competitive, only the most reputable recruiters get the attention of the best talent. And, I predict in the next year, employers who aren’t pleased with their recruiting departments’ results will focus heavily on ways to improve the reputation of their recruiters, and only the best will make the cut. So, if you want to stay in recruiting, you better be building your recruiter brand now, or suffer the risk of being let go due to lack of credibility with candidates.

How to gain candidates trust and respect

Having studied the sophisticated job seeker in-depth for the last year, we’ve researched and analyzed what top talent needs from recruiters to trust them.

The 1,000,000+ job seekers who visit CAREEREALISM every month were very clear in what is required for them to respect a recruiter and their employer. Here’s what they want you tell them:

  1. How do you like to be contacted about a job. Do you prefer email, LinkedIn, or the company’s online ATS?
  2. What is the right way to follow up on an application. How long should they wait and what’s the best method of contact?
  3. What are some things that impress you in a candidate. Think about your most recent successes, what did those candidates do to stand out to you?
  4. What must candidates include to be considered. What makes your job easier so you can screen a candidate in, as opposed to screening them out?
  5. What can get a candidate disqualified from consideration. What makes you put a candidate immediately in the “no” pile and why?
  6. Can candidates apply to multiple job openings without penalty. Does your company frown on candidates applying to more than one job at the same time?
  7. What’s your favorite quote. What do you believe in and what quote sums it up best?
  8. What do you do in your free time. What kinds of hobbies and pursuits make you happy?
  9. Why do you enjoy working for the company. Why does this job satisfy you professionally?
  10. How does the company have fun. How do you and your co-workers enjoy yourselves on the job?
  11. How would you describe the people that work at the company. What characteristics come to mind when you think of your teammates at the company?

By sharing a little bit about the recruiting process and the employment culture, you are giving top talent the information they need to feel more confident about their ability to apply successfully to your positions.

Additionally, you feel less like a stranger to them, and more like an approachable expert – which will lead to more passive candidates accepting your calls and responding to your proactive emails. In short, the more information you give them, the more likely they are to connect with you.

Afraid of getting slammed with applicants? Don’t be.

Our studies show job seekers, especially top talent, have “online application fatigue.” They are tired of applying online and never hearing back. In fact, 40%+ of our readers said they would never apply to a company again after they applied once and didn’t hear back. Why? They don’t like the feeling of rejection and assume the lack of a response means the company is saying “no” to them as a candidate permanently.

Thus, people are doing more research and taking a longer time to decide if they want to apply to a company. The result? Today’s job seeker is being more selective and applying to fewer jobs. Which means you need to really beef up and promote your recruiter brand to get the applicant traffic you need.

Brand or be branded – recruiters pay heed

Many recruiters will read this post and ignore the need to assess and develop their recruiter brand. The most common reason will be, “I’m too busy doing my job to do this.” To those I say, “Brand or BE branded.” Without a good recruiter brand your ability to do your job will only get harder. Moreover, building your brand doesn’t take a lot of time or money. But, the longer you wait, the harder it will be to catch up to those that recognized and seized the opportunity to build up their recruiting reputations.

2005 to 2015 – Reflections from my Career time capsule

By | Recruiter Insights

“Change is Inevitable. Progress is Optional” ~ Tony Robbins A lot can change in ten years. If I look at my own life of being at the beginning of my career as an IT Recruitment Consultant in 2005 to today working for LinkedIn, my career has changed quite a bit. In a few weeks I’ll be experiencing one of the biggest changes to come yet, the arrival of my first child. In preparation for the arrival of who we refer to as “Baby Mac” my wife set me the task of going through boxes I have had stored in a cupboard since god knows when. While taking a rather enjoyable trip down memory lane (I found my old Nintendo Game Boy) I came across some notes from the Carman White Training I did while at CCS Technology Recruiters (now Clicks IT). For many Recruiters who cut their teeth in the mid-2000’s, training from David Carman and John White was a standard experience when learning the recruitment trade. I’m sure a fair few of you reading this would still have binders full of colourful pages of notes from these courses. From a training session in 2005 I found some notes I had made on the current market and the implications it had for our business.
In the Recruitment industry most of us would agree that not much has changed in ten years when it comes to these trends. Recruiters are constantly on the search for good candidates and in a consolidating market the importance of brand and reputation is greater than ever. Thinking broadly though a lot has changed in 10 years. As a society we are more connected than ever.

  • Over 60% of all internet traffic in Australia is on mobile devices, which is never more evident than on the commute to and from work where most people have their heads down over their phones or tablets.
  • In 2005 the newspaper was still king and “The Age” was still a broadsheet. Now most of us consume our news online or through a number of apps and blogs.
  • We also make decisions differently. Ten years ago I would call my travel agent to book a holiday. Today I will almost certainly search Trip Advisor and other social platforms to gain the information I need to book a holiday or even choose a place for dinner.

The question I started pondering, as an industry how much have we changed our methods and approach to align with changes in society?
Speak to any Recruiter and they will tell you that top talent is hard to find. With the advancement of technology candidates also have many more options they can either identify through their own networks or with employers directly. Yet a large part of the industry still relies primarily on talent finding them through adverts on Job Boards and their website. In today’s connected world, should a core part of any Recruitment strategy really be hoping for top talent to find the job we posted, put together a CV and apply? Every Recruitment firm works tirelessly to demonstrate as best they can why they should be the recruiter of choice, but how have Recruitment firms changed the way they tell this story? I’ve heard from many Recruitment firms this year that 2015 is the year they will be redesigning their website. An engaging corporate website is as important today as it was in 2005 but what else are firms doing to reach their audience besides waiting for people to check out their website? There’s no silver bullet to success and I’m sure firms& have used a mix of strategies to keep themselves at the top over the last decade. As an example, we recently had Lincoln Benbow from Halcyon Knights speak at an event in our office and he said one of the first things he and his business partner did was hire a Marketing Manager to build their brand as marketing was not something either of them had experience in. If you look back at the last ten years what are some of the things you have you done to find the best talent and make your business the number 1 choice for your industry?