Recent Posts
Advice for Tech Recruiters: Create Your Own Blog
Blogging is an invaluable strategic recruiting tool. If you’re still not using the medium to your advantage it’s time to realize two things: 1) Smart phone usage continues to rise, and 2) Millennial candidates are always looking at their RSS feed for industry, career, and job-related content.
If you can create engaging content that interests this targeted audience, you’re essentially creating an interactive community of passive job-seekers (and that means a huge ROI).
Start thinking about how to craft narratives with meaning, create (and join) conversations, and communicate industry-specific news that offers novel perspectives.
28 Illuminating Questions to Ask Passive Candidates
You've scoured their LinkedIn, Github, and Twitter. The candidate seems to be a star, has been in the same role with their company between 10 months-2 years, and you're ready to act.
You've done your research, identified the elusive passive candidate, and are ready to engage.
Now what?
Killing Them Softly : Keeping (All) Candidates in the Loop
Talk to any respected recruiter and they’ll share discouraging narratives about how lousy recruiters tarnish their profession and its process. Although there aren’t any formalized recruiter ethics and standards that are universally followed, this doesn’t mean it's beyond anyone to provide candidates with honesty, integrity, and open communication during every interaction.
Poor choices by bad recruiters impact every party involved. Crucial objectives behind the entire trade such as improving candidate experience, fostering a great company reputation, and building an honorable brand can be easily compromised.
This post focuses on a series of problems related to applicant rejection and provides humble solutions to bad communication practices occurring from post application dialogues all the way to final hiring decisions.
4 Recruitment Software Domains Under The Microscope
Jessica Miller-Merrell, president and CEO of Xceptional HR, made an insightful point concerning the nature of recruiting in “Innovative Staffing Practices: A Look Back at Recruiting & Our Love Affair with Technology.”
“Recruiting has its roots in processes and workflow management…Technology has been revolutionary in increasing the effectiveness of processing, particularly the recruiting industry. Technology and recruitment is a match made in heaven. They are soul mates, and I really can’t imagine an effective recruitment department driven by hiring and workplace analytics without the technology to justify our success and business needs.”
Jessica, in the end of the article, emphasizes the valuable role traditional practices like collaboration and relationship recruiting will play in the future of recruiting—regardless of technological developments.
Recruitment technology is here to stay (and so is the love affair). The tools now available are becoming more specialized, and there are plenty of choices in different domains: Applicant Tracking Systems (ATS); Video-based Job Boards; Neurocognitive Testers; and Hiring Marketplaces.
While reviewing companies within these distinct categories, we’ll keep one question in mind: How will these tech solutions influence or augment essential, and long-established, recruitment strategies and methods?
Top Recruiting Influencers: Entelo’s 10 Picks
Recruiting professionals have much to be thankful for. In addition to the wealth of information now available about the candidates they research, talent acquisition pros are a breed who are highly engaged across the blogosphere and many social media outlets. Because of this activity, it is easier than ever to keep a beat on key developments and the bold new ideas of the most influential personas. In order to help recruiters sift through the noise and keep track of the most interesting and innovative voices in the space, we've compiled this list of the top 10 most influential recruiters.
Our list isn’t ranked; it’s more about highlighting novel perspectives and noteworthy approaches.
For more information, and to really see just how many active professionals there are to learn from in our space, take a look at these two excellent resources: “The 50 Most Popular Recruiting Influencers on Twitter,” and “THE 10 to Follow in Social Media Recruiting.”
#OMCchat: Twitter Recruiting Dialogue in Review
OpenMicCareerChat covered “No Excuses & No Excusing in the Job Search” last night.
In case you’re not familiar with @OMCchat, it’s a rambunctious weekly Q&A focused on providing blunt truths, atypical perspectives, and practical answers to knowledge-hungry job-seekers (you can catch it each Thursday at 7-8PM ET).
Here are the players: Cyndy Trivella @CyndyTrivella; Tom Bolt @TomBolt; & Steve Levy @LevyRecruits.
Let’s take a look at some of the best tweets:
Spicing Up Job Ads: Dull Posts Yield Dull Candidates
Lou Adler made a wonderfully salient point: “Stop writing boring ads!”
Writing an effective job post lowers barriers-to-entry so you can reach more top performers. Treat the post like a sales opportunity; you’re selling more than just a frenzy of skill sets—you’re selling an opportunity to fulfill a person’s needs.
The Adler Group offers some solid examples of job ad work they’ve done for clients: JOATs Wizard & “Oscar Winning Controller.”
“Modify the job to fit the person, rather than find a perfect person to fit an imperfect job. A subjective list of skills and experiences is neither objective nor predictive of performance.”
Below is a much abbreviated outline of some simple guidelines that may help. For more guidelines on how to craft tech-based posts check out Github’s “How to write a great job post.”
Best of Both Worlds: Grow Your Recruiting Funnel and Humanize the Process
Skillful recruiters are like great sales professionals—they’re animated and proactive. If you want them to electrify your organization’s talent pipeline in 2014, allow them to craft a hiring strategy with hiring managers that’s proactive rather than reactive.
Why does this matter? Proactive recruiting makes the hiring process easier, intuitive, and personal.
Here at Entelo we have some pretty ambitious goals: provide recruiters, sourcers, and hiring managers a means to make smarter decisions while improving their interactions with candidates.
How is this done? It starts with the augmentation of sourcing.
5 Best HR Blogs: Entelo’s Required Reading List
The recruiting landscape is a wonderfully off-kilter world. Its peaks and valleys are shaped by both predictive—and utterly surprising—changes.
If you want to keep up with both dynamics, effectively navigating this gripping cosmos, you’ll need to follow trusted sources for news, information, communities, and metrics.
We want recruiters, sourcers, and hiring managers to keep their knowledge up-to-date by embracing forums with rich dialogues, and blogs teaming with informative articles.
Top 10 Job Titles That Didn’t Exist 5 Years Ago
LinkedIn Talent Solutions posted an awesome infographic on their blog to highlight some fascinating job title, and workplace, changes since 2008.
“We examined the data of over 259 million members’ profiles to determine the top 10 most popular job titles that were nowhere to be found in 2008.”
This evolution of the workplace is fueled by the growth of new expertise roles in domains like technology and fitness. What do we find interesting about the changes? Growth in technology job titles presents both opportunities and challenges for tech recruiters.
What LinkedIn InMail Changes Mean for You
Get ready for a change to your LinkedIn Recruiter account. Starting tomorrow, January 14th, LinkedIn will begin charging users for sending mass mailings to group members.
Numerous sourcing and recruiting surveys have demonstrated time and again that LinkedIn is still the most popular site for vetting and messaging candidates.
A 2013 study by the Society for Human Resources Management found that 77% of employers use social networks to recruit, with the majority of them seeking to attract passive candidates. As of today nearly 90% of these companies utilize LinkedIn for their recruitment process.
If you’re a LinkedIn Recruiter subscriber you may have received this email:
Want to Hire Great Engineers? Take a Walk in Their Shoes.
Recruiters—or should I say good recruiters—your job is hard. We know that your role is devalued because of actions taken by bad recruiters out there.
There are times when recruiting anyone, in any field, is challenging. But let’s be honest: engineers are a special breed. If your job is to recruit one, you need to walk in their shoes.
State of Sourcing 2013
The people at SourceCon were curious. They were curious about things like what sourcers and recruiters make, how they hired, how many hours they work a week, and their education level. So they kicked off a State of Sourcing survey that was distributed online during August & September of 2013.
The data came from recruiters and sourcers working in talent acquisition departments of sizable companies, third party staffing firms, and other outsourcing providers.
Twitter Reacts to #sfbeta: The Future of HR
#sfbeta, a startup mixer launched in September 2006 by Christian Perry, is steadily growing—bringing together thought leaders, founders, tech talent, and investors to focus on emerging themes in the tech industry.
Last night SmartRecruiters hosted a jam-packed event on “The Future of HR” at their headquarters in San Francisco. Entelo had a great setup for the event, and we enjoyed the lively discussions on the informative panel.
6 Awesome Company Culture Videos
Your company culture is the lifeblood of your business and brand. Talent is attracted to a great culture, and a great culture lets your talent thrive.Incredibly resourceful companies understand this. They put in the extra effort necessary to create a prosperous culture they’ll love so each person within the company sees the purpose and value of their hard work.Attracting top-notch talent, and creating universal core values, requires an imaginative approach that’s less ritualistic and more organic.