Staffing and recruitment have evolved drastically in the last few years, with myriad advancements in technology and an increasingly global marketplace of people, products and services. The tried-and-true methods, including people skills and relationship-building, are as valuable today as they ever were, remaining key tools in the staffing/recruitment toolbox. Here are few tips which will enable you to marry these techniques and stay ahead of the game in the competitive recruitment market in 2018.
Filter Out the Fake Resumes: Whenever we poorly match a candidate to a job and it doesn’t work out, we tend to view the outcome as a personal failure; not only did the candidate not work out, but the employer might now view us as an unreliable option going forward. No one is perfect, and occasionally – whether the fault of the recruiter, the candidate, the employer, or the alignment of the stars – bad matches happen.
However, it’s still our job to minimize that possibility as best we can, and one powerful way to do that is to filter out fake resumes. Fake resume creation agencies have become smarter and more adept at sneaking unqualified candidates past recruiters; even background and referral checks can’t always prevent this from happening. One way to fight this is with a verification tool that ties into your ATS or VMS. And that’s a problem we set out to address by developing VeriKlick, which weeds out those fake resumes before they reach the hiring manager’s desk by enabling users to perform biometrics tests on their candidates. What are biometrics tests? Voice recognition and facial recognition to prevent proxy interviews; and even driver’s license authentication! You can use VeriKlick to perform these tests throughout the staffing process, to provide a cost-efficient way to prevent scammers from placing us in awkward situations with valued clients.
Stay organized with your ATS: Relying upon job boards alone to secure good candidates won’t give you the edge over your competition; growing and cultivating a database skilled professionals is, and has always been, an important process for every good recruiter. ATS (applicant tracking systems) assist you in maintaining a healthy pipeline of candidates, and keeping you organized by tracking both the candidates and job activities. Today there are a number of competitive and cutting-edge ATS which offer similar features and functions, and are generally user-friendly. The more organized you are, the better you have your finger on the pulse of your business, and less stress you experience day-to-day.
Pay Attention to Your Priorities: Generally, we set priorities for jobs by taking three major factors into consideration: a) The urgency and the deadline; b) the hiring manager’s expectations, based on their personality and their corporate philosophy; c) The available pipeline for each job. Sometimes these priorities shift, and we must be mindful every day to reset those priorities and stay focused as needed, based on all available information. Staying engaged with hiring managers and keeping them apprised of any news regarding their requirements is important; it’s part of relationship-building and will garner you both respect and future business if you gain and retain their trust. No one ever wants to feel as though they are not your priority, and remaining in simple contact takes little effort, but can reap great rewards.
Know Your Candidate: There are always reasons behind a candidate’s decision to pursue jobs, and it’s up to you to understand them. For some candidates, a larger paycheck is of utmost importance, where for another candidate, a shorter commute means more. In order to properly place a candidate in the right position to meet their needs, you must first elicit those needs – and pay attention to them. An ill-advised match between the right candidate and the wrong job can result in an offer rejection, which will guarantee a poor experience from both the hiring manager and the candidate. Understand what the candidate needs from their next role, and work to pair them properly to the best of your ability.
Work Quickly: Both fortunately and unfortunately, the job market in 2018 has really picked up steam, and candidates are getting multiple offers all over the place. The old adage, “If you snooze, you lose!” has taken on more meaning, because you absolutely cannot take your time placing candidates today. The longer you wait, the better the chance that the candidate will accept a competing offer and be placed by someone else. Stay engaged with hiring managers, make sure that you have set proper expectations, and be ready to move as quickly as possible to secure the best match possible between candidate and job.
Always Use Technology to Your Advantage: Social recruiting goes beyond posting current vacant jobs ads on your company’s social network accounts. You can use social media networks to proactively search for potential candidates, build relationships with them, and encourage them to apply for your vacant job positions. Use LinkedIn groups and other free social media groups to market your niche positions and your urgent jobs. Publish your postings right before you head out on the weekend, so candidates can see them and apply while they are enjoying their time off, too. Set search engines on your job boards for creating and maintaining a pipeline of the most-common skills for positions that you place. Do these things consistently in order to build your own inbound recruiting channel, where qualified candidates actively seek you out in order to work with you.
Use Attractive Job Titles and Succinct Descriptions: When you post a position, you don’t want a zillion applicants to contact you! You want the RIGHT applicants, people who closely match the requirements, people on whom you can spend your time productively trying to place them. When you use a job title which is too general (i.e., “Software Developer”), you attract everyone! Use a title more specific (i.e., “C# Developer”) to garner the attention of people with skills applicable to the particular job you’re filling. The job description, too, should contain specific information as best as you are able and allowed to provide: The precise skills required, the amount of travel the job entails, the duration of the position, and any information concerning exact application versions (i.e., “Windows experience” is wholly different than “Windows Server Administration 2016 R2”). You often don’t get to use a thousand words for a job description, so it’s a best practice to be as detailed AND as concise as possible. The more precise and detailed the job description, the better quality of candidate you will attract.
Remember: The best applicants usually have lots of choices, and they respond best to those recruitment professionals and companies who communicate most effectively.