Chicago is, my kind of town! Frank Sinatra's immortal words were no doubt ringing through the heads of thousands of Recruiters this week, as one of the biggest talent acquisition events of the year, ERE Recruiting Conference, took place in the Windy City. If you weren't lucky enough to head to my hometown this week, you can settle your fear of missing out right now, because I've pulled out some of the best tweets, representing the prevailing themes and takeaways from #ERE14.
Here's a quick breakdown of the signs of truly engaged workers who have found a 'calling' in their craft. It should be relatively simple to work these signifiers into your own recruiting process, simply formulate some interview questions whose answers will be illuminating to whether or not the candidate fits in with the above benchmarks.
Why are manhole covers round? An apple costs 40 cents, a banana costs 60 cents, and a grapefruit costs 80 cents. How much does a pear cost? Are our decisions determined purely by circumstance and previous stimuli, and what does that say about free will?
If you're asking these sort of questions of your candidates, Google and Dr. John Sullivan say you should knock it off. The idea behind brainteasers is to try and break down a candidate's problem solving process and perhaps gauge creativity. As it turns out, you're far better off asking the candidate to solve the actual sort of problems they'll need to tackle at your organization.
As if you needed a reason not to settle for average candidates. This ties in with a storied Steve Jobs quote: "A small team of A+ players can run circles around a giant team of B and C players." Dr. Sullivan reaffirms Jobs' notion by breaking down how the majority of your organization's output comes from a minority of the talent.
Referrals: 6 times more likely to be hired, are hired 4 days faster than other fills, and are 20% more likely to stay. -Rob Chipman: #ERE14— Joshua Jones (@7Recruiter) September 18, 2014
Plain and simple, if you aren't hounding your employees for referrals, you're missing out on the best source of candidates. Having trouble designing or implementing your referral program? We've got you covered.
With such a wealth of options in terms of outreach mediums, spanning across devices and social networks, it can be overwhelming to form a consistent and effective plan of attack. Here's a simple yet logical progression through social channels that can take you from source to interview.
When you only focus on why the company is great (not the real stories of your people), you cant make an emotional connection #ERE14— Johnny Campbell (@socialtalent) September 17, 2014
Employer branding was a hot topic at this year's conference, and what the chatter boiled down to was that the employer brand has everything to do with the stories of your employees and little to do with a poster in the break room. If you don't make the effort to display these stories, your employer brand will end up being defined by Glassdoor reviews
What were your key takeaways from the conference? Hit us up in the comments!