The Innumerable Advantages of Mapping the Talent Market

Being the ceaseless purveyors of recruiting software we are, the salubrious confines of Entelo HQ are perpetually abuzz with the real problems facing recruiters on a daily basis, and the best ways to alleviate those talent based migraines. In our own hiring, we try to involve the hiring managers as much as possible; before posting job reqs, during sourcing, before and after interviews, all in the interest of delivering them the most high quality, relevant candidates. It's important to remember that this is a two way street, and that sending feedback to the hiring manager can be just as crucial as receiving it.

Inside the Brain of the Passive Candidate: Candidate Response Rate

Since starting Entelo, we’ve had hundreds (probably over a thousand by now!) of conversations with people about how they recruit. We’ve heard all sorts of interesting stories and a lot of great ideas. A recent conversation with a recruiter spurred something that’s been smoldering for a while here at Entelo.

To this recruiter, the hiring industry was getting it wrong, and that with a quick shift in the team's mindset, recruiters would find more qualified people and companies would be satisfied with their hiring team. The missing piece boiled down to one metric: the candidate response rate.

Companies in fast-growth mode attempting to fill in-demand roles in tech, sales, and marketing, to name a few, can’t simply wait for the right candidates to come to them – they need to proactively find their talent. In the industry, this is referred to as passive candidate sourcing (a somewhat weak phrase for a critical company activity, but that’s a topic for another day). Facebook does this. So does Google.

The number of responses you receive from candidates is a function of two variables:

  1. The number of candidates you contact
  2. The percentage of candidates who respond

Let’s break down each element.

Don't Make That Hire! Read These Sales Candidate Red Flags

Every Recruiter is looking for a silver bullet. The "gotcha!" question that speaks multitudes about a candidate and helps you decide whether they're the type of person you can move along the cycle. While it's not fair to open a book in the middle and judge it by the page you land on, there are some giveaways that will speak volumes about your interviewee. Recently our Head of Talent, Vivek Reddy, took to Quora to explain something that always gives him pause when interviewing for sales roles:

Recruiting Marketers? Here's How to Designate Great Marketers from Average Ones

No marketers, no leads. No leads, no sales. No sales, no money. At one point or another you, intrepid and unstoppable recruiter, will find on your desk an open req for a marketing role or two, and it's not going to be enough to tell them you've got a hot new opportunity. You'll need to know where to look, how to qualify them, and enough about the industry to determine whether they're truly a good fit.  A herculean and thankless task, to be sure, and even that isn't the end of it. As with all professions, there are an influx of average candidates, and a very small amount of really great ones. The former have a sneaky habit of disguising themselves as A players, so if you wind up recruiting marketers and you want to find key players, you've got to see through the smoke and mirrors.

President of the Sourcing Institute Reveals Boolean’s Biggest Problem

Being good at building search strings doesn’t make you good at finding talent.

The key to uncovering candidates can’t be found in just any set of carefully pieced together words and punctuation marks. If your hunt for talent is a one way street – plug in search strings, find candidates, repeat – you’re overlooking a significant number of qualified people.

Cue Shally Steckerl, President of The Sourcing Institute, who tells all about common recruiter mistakes using the foundational Boolean search method. Are you guilty? Read on for a teaser of what's to come in our upcoming webinar with The Sourcing Institute, The Recruiter's Guide to Boolean Basics and Natural Language Searches.

Shally Steckerl Discusses Advanced Sourcing Techniques

Every so often, we have a conversation with an HR Pro who just blows us out of the water with the scope of their knowledge, experience, and insight. Luckily for you all, this tends to happen on our podcast, Hiring On All Cylinders. The latest episode, with the President of the Sourcing Institute, Shally Steckerl, was one such conversation.