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The Three Steps to Client Development
The Three Steps to Client Development »
A few tips to show your role is more then just being a “headhunter.”
3 Unconventional Talent Acquisition Techniques
3 Unconventional Talent Acquisition Techniques »
Top recruiter who has helped over 100 companies build their leadership teams shares a bit of insight.
Free Tactical #Sourcing & #Recruiting Webinar w/ @jimstroud & @ryanleary June 15th http://bit.ly/9gUTFa
As a Sourcer, you are a key member of your talent acquisition team and are depended upon to be a capable agent. Like Jack Bauer you are expected to find and deliver solutions quickly in the face of impossible odds. When the Job Boards do not produce the “perfect candidate” and the leads within
Jim Stroud and Ryan Leary are presenting:
RECRUITING 24: HOW TO SOURCE LEADS LIKE JACK BAUER
Date: June 15th
Time: 2pm – 3pm EST
As a Sourcer, you are a key member of your talent acquisition team and are depended upon to be a capable agent. Like Jack Bauer you are expected to find and deliver solutions quickly in the face of impossible odds. When the Job Boards do not produce the “perfect candidate” and the leads within the ATS have been exhausted, the pressure is on for you to find the left-handed purple squirrel that will satisfy the whims of your client. Unfortunately, time is running out, so what do you do?
RECRUITING 24: HOW TO SOURCE LEADS LIKE JACK BAUER
REGISTER HERE! http://bit.ly/9gUTFa
IN 60-MINUTES YOU WILL LEARN!
- How to Source Candidates in real time with real results
- Creative crowd sourcing strategies to uncover overlooked talent and new clients for your recruiting business.
- Free online research tools that will streamline your sourcing efforts
- Tactical sourcing secrets that will make you go hmmm…..
PLUS: If you have time, stay for the “after party” where we will take your questions and solve issues in real time.
The last webinar produced by Jim Stroud and Ryan Leary – “The Six Secrets of Boolean Search” (http://www.recruitingwbinars.com) empowered 900 satisfied customers with actionable information that they could immediately use on their open reqs. During the presentation 177 questions were posed and many of them were answered during the webinar “after party” which lasted several minutes after the official webinar had concluded.
Still not convinced that this is worth your time? See the last one at www.recruitingwebinars.com
Join the crew at: www.recruitingwebinars.com for the latest information on great webinars to come.
Winning With Words: #Recruitment Insights for #SEM (#Search Engine Marketing)
Recruiters face a daunting challenge: how do we find and attract top talent in an age of information overload? Now that we have ready access to massive databases and information streams, some might think being a headhunter is a breeze
Register HEREfor a free webinar sponsored by Yahoo Hotjobs on SEM: Register
Recruiters face a daunting challenge: how do we find and attract top talent in an age of information overload? Now that we have ready access to massive databases and information streams, some might think being a headhunter is a breeze. But they’d be wrong. While data and scale make some activities easier, they also create an environment where incremental changes can make the difference between a bonus and a pink slip. At Yahoo! HotJobs, we’re familiar with the ins-and-outs of search engines, so we’re some insider insights to help recruiters and HR professionals get the most bang for their bucks.
There are over 42 million job-related searches each month on Yahoo!. Additionally, each month more than 31 million unique visitors on the Yahoo! network are thinking about changing jobs. By taking advantage of search engine marketing strategies and techniques, you can tap into our network to effectively target the candidates you’re looking for. We’ve taken some of our best practices and lessons learned from search engine marketing and applied them to recruitment advertising—using these strategies and tactics can improve the performance of job posts in the same way that SEM drives traffic anywhere! Guest Panelists Nicole Bettan, Manager of Training and Education, and Leigh Pravda, Media Operations Manager at Yahoo! HotJobs, have the experience and insights in sales, SEM and online media performance that can help improve the performance of your job listings quickly and efficiently.
If you’d like to learn more about how search engine marketing can help you get maximum visibility and better performance from your job posts, be sure to check out our free webinar, “Fine tune your job post for Search Engine Marketing,” on Thursday, June 10th at 10 am (PDT). Click here to sign up now!
Can’t make it to our webinar but curious about Yahoo! HotJobs? We’d love to chat! Click here and we’ll have a representative get in touch to tell you more and answer any questions you might have.
If you’re into lighter fare, we’ve also got something for you! Check out hotjobs_recrtr on Twitter for HR &
recruitment news, insights for hiring in today’s landscape and tons of awesome giveaways & discounts. Check out @HotJobs_Recrtr to receive our upcoming discount promotional offer, 20% off Job Posts; log on and follow to save money today!
Check out the video
#LinkedIn with #Recruiting applications via @BillBoorman
Building a network the proper way takes time. It’s not as simple as uploading a csv of 400 names and connecting. Well, maybe it can be, but to see any significant outcomes you need to genuinely connect and work with your connections. Here’s Bill Boorman’s take on a few ideas
This post was contributed by Bill Boorman better known as @BillBoorman
There’s a new a function within LinkedIn applications that I think has real potential to help grow and combine your social recruiting channels, particularly talent and potential client pools. The Twitter application within LinkedIn now allows you to identify and follow connections that you are not following.
Most recruiters have been building LinkedIn networks for longer and in a more targeted way than their follow lists. The nature of LinkedIn also makes it simple to search and build your connections in a focused way specific to recruiting. I see a great benefit to joining up all your social connections between channels. I already use http://www.twables.com/ to combine my facebook friends to follow me on twitter and for me to follow them in return.
My new facebook friends are automatically given the opportunity to subscribe to my YouTube channel. With this new functionality it is now much easier to build a joined up network.
Sourcing Tip: Check out some nifty ways to source hidden names and titles from video games. Click Here
The way I see this working in practice is:
- Locate and connect target talent and clients through regular and filtered LinkedIn searches.
- Follow all LinkedIn connections on twitter by running a weekly update on the new LinkedIn application.
- Monitor new follows to identify targets and enter in to conversation. (http://www.twittercloud.com and http://www.twittersheep.com can help you identify areas of common interest to make the first approach.). Twitter allows you to begin the conversation and start the dialogue.
- The FB140 application in twables will automatically invite your new follow to friend you on facebook. This enables you to invite them to sign up for your fan page and subscribe to your YouTube channel. You also open up the opportunity for instant messaging for private conversation in much more than 140 characters.
Potentially that will give you 5 points of contact in 4 channels. Wherever they hang out most, you can regularly communicate and build stronger relationships quicker.
You can find the new function under the connections heading of the LinkedIn applications tab. I’ve been playing around with this today and I have already strengthened 700 connections.
Let me know how you find it, and keep being ambassadors for great social recruiting!
Tools of the Trade – Evernote
As an old school recruiter that still writes out to-do lists and carries a voice recorder- imagine my surprise when I was told about Evernote. For those of you that are not aware of this amazing service fear not. In short Evernote is your digital organizer. It is a powerful tool that helps you store and manage all of your thoughts and ideas. Continue reading “Tools of the Trade – Evernote”
Jobvite Launches a Free #SocialRecruiting Tool: Jobvite Share
The social web offers a huge opportunity for companies to find referrals and uncover talent. According to comScore, 61% of all Internet users have at least one profile on a social network; and DEI Worldwide reports 60% of people are likely to use social media to pass along information.
Jobvite kicks A$$ right? I think so. And today they’ve got some great news to share with everyone. Today marks the release of a free social recruiting tool to help recruiters with their sourcing activities. It’s different than your normal sourcing tool and really gives you an idea of the effectiveness of the full Jobvite experience.
I’ve used it this morning but I haven’t gone through a complete review just yet. I will certainly do so this week and report back with my findings, but I can tell you it is different than the sourcing tools you are using today and certainly worth the try. It’s free!
Try the tool here for free: Click Here
Here are the key features of the new tool:
Anne Murguia, Jobvites VP of Marketing say: “It’s completely free, and makes it easy for anyone, at any company of any size, to use the social web to find the best candidates for job openings. Jobvite Share combines the exponential reach of social networks with real-time tracking to provide a targeted, analytical approach to online recruiting.”
Key Jobvite Share Features:
Share – By entering a URL or job description, users get short, trackable Jobvite links to share anywhere on the social Web. Users can send Jobvites to individual contacts or post to social networks, blogs and job boards. The Jobvites are optimized for each social network, and the user can post to multiple networks at once, creating a far more efficient recruiting process.
Target – Users can instantly select and target appropriate contacts to share a Jobvite in their social networks or email address books; Jobvite matching technology selects the most relevant profiles from the user’s network for the job. Those recipients can pass on the Jobvites to matches in their networks as well – quickly expanding Jobvites’ targeted reach across the web to find more qualified candidates.
Track – Users can track and label multiple shortened links to see results for each source in real-time. Jobvite Share provides the metrics needed to see what works – and what does not – in job marketing and distribution, including views, clicks, forwards and clicks to apply; all metrics are tracked by individual channel (Twitter, Facebook, LinkedIn, email) and can follow referrals as they spread across the web.
I’m sure we’ll see more free social recruiting tools announced in the near future, because there is so much interest in social networking. Social recruiting seems free at first, but of course there are a lot of considerations and it takes a lot of work. I expect more software to come out like this one that automate various aspects of social recruiting. We will be sure to write about any social recruiting services, but especially ones like this that are free for recruiters.
*Disclaimer: This is not a sponsored post, but rather a quick objective review of a new social recruiting tool. However, Jobvite has been a client at other times, so please know this and consider all your options when making a purchasing decision.
6 Things a Hiring Manager looks for in a #Recruiting partner
Real world example-After 10 years with AT&T Chris Hoyt (aka The RecruiterGuy) decided to make a move to Pepsico /Frito-Lay. If you have not read Chris’ blog (www.therecruiterguy.com), you will understand how much of a rock star this recruiter is. Jim Schnyder recognized that Pepsico / Frito-Lay someone with Chris’ accomplishments, knowledge, passion, and enthusiasm he has for recruiting.
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This post was contributed by Michael Goldberg can be found on Twitter “@SuperRecruiter”
All this hype around Cleveland Cavalier guard Labron James – will he be a Net, Knick, Cavs, Bulls? Is he the next Michael Jordan? Magic Johnson? Larry Bird? No! Each one of the players mentioned had a major impact for elevating the level of play for their teams and
the NBA. However, when you look at the four players mentioned…whose the odd man out? Who hasn’t elevated his A-game come playoff time and who hasn’t won a title. Sorry Cleveland! Labron James. So why and how does this relate to recruiting?
When you look at Michael, Magic, and Larry you need to look at the teams they played on. Each player had other A-level impact players on the team which helped them win a world champion. Who are the other A-level impact players on the Cavs. Sorry again Cleveland (and Shaq)…no one. Corporate teams whether in Sales, Operations, Accounting, or Human Resources need to have a team of supporting cast members that bring their A-game every day. When one or more of those team members leave the organization or transfer to another department, it is up to us as Recruiters to go out and replace that person with the same type of play style in order for the department to stay on top of their game.
We can use Google, ReferYes, LinkedIn and play a game of source till the cows come home but it is up to us as recruiters to educate our hiring managers to go beyond the buzzword bingo and identify A-level talent. Not to switch gears, but one of the best books a recruiter can read is MoneyBall by Michael Lewis. It’s about my other favorite sport-baseball.
In his book, Lewis discusses how the Oakland Athletics used sabermetrics vs. traditional statistics to find the best talent and at an economical price and helped produce one of the hottest teams in baseball during the late 90s and early 00s. Sabermetrics is the objective knowledge around the game of baseball. A good example of this focuses on reasoning saying the number of runs wins the game and not high batting averages. Recruiters and hiring managers tend to take the subjective approach or the batting averages and says this candidate is the best because he has tenure, he is a currently working, and he has all the skills you are looking for. Boom! The candidate is hired at big money and thought to be the A-level talent but turns out the department cannot progress forward. 12 months later –gone!
We tend to think that high dollar talent equals A-level talent when that is definitely not the case. I have talked to that type of talent and find them to be average at best. Why because they want to be the superstar and when they enter the organization will mow down anyone that tries to get in his/her way. Here are some of the objective stats I look for along with the technical skills my hiring manager seeks:
- Level of engagement – candidates who take the time to ensure I understand their world. The best IT types I have recruited have stopped to explain how the technology works together. This is key especially when this person will be asked to engage business leaders and speak in layman’s terms.
- Consistent enthusiasm for each position they have held –hearing the enthusiasm will transfer to positive energy for team dynamics on your hiring manager’s team
- True understanding of their role, the department’s role, and the company’s vision
- Accomplishments centered on team play and not just individual play.
- Passion for the work they do everyday –from the tactical to the strategic tasks
- Money is not the most important factor to be hired..yes, I said that.
I take a two pronged approach in delivering candidates. Not only do I send a write up of the must have skills, but I also schedule a call with my hiring managers to talk about objective points for consideration. Encourage your managers during their face to face interviews to ask questions around those objective points and listen carefully to their responses as well as watch the nonverbal cues to determine if those characteristics are present.
Real world example-After 10 years with AT&T Chris Hoyt (aka The RecruiterGuy) decided to make a move to Pepsico /Frito-Lay. If you have not read Chris’ blog (www.therecruiterguy.com), you will understand how much of a rock star this recruiter is. Jim Schnyder recognized that Pepsico / Frito-Lay someone with Chris’ accomplishments, knowledge, passion, and enthusiasm he has for recruiting. With so much A-Talent on one team, that recruiting team will win the title every year.
SO…looking for the next Labron James or would you want a Shane Battier on your team? Read the article and see what I am talking about: http://is.gd/cfvk7
Are there other objective factors you look for? Reply to the blog and share!
Recruiting with Facebook Ads
With no true search power, Facebook can be a recruiters biggest time waster if not used properly. After you decide if Facebook is even relevent to your search you need to know where and how you can search to see results. Ad sourcing is one way.
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Facebook seems to escape a lot of sourcers when talking about recruiting tools, and for good reason; it’s not a recruiting tool. Or is it? Sourcers are information gathers; the finder of the secrets; the holder of 
everything hidden, classified and internal. To qualify a tool as “sourcing worthy” does not mean it has an intense search mechnism, in fact the most significant best practices often don’t.
Here’s a look at how I ad source on a daily basis to gather compeitive intel on clients, targets and candidates. I am using Facebook as my example to find engineers via sponsored ads and fanpages but you should apply this to any site online that you are visiting.
Special mention to @Jerry_Albright from VerbalSummary.com. –> Watch and see why. (Purely a coincidence)
Other Facebook Sourcing Tips:
2 Minutues away from Engineers
Sourcing Leads and Name Gen from Video Game Credits
Do you recruit game designers? If so this will prove to be helpful. If not, just relate it to something relevant to what you are searching. Video is big today, but the challenge like everything becomes
Do you recruit game designers? If so this will prove to be helpful. If not, just relate it to something relevant to what you
are searching. Video is big today, but the challenge like everything becomes how do you leverage video in your identification process as a sourcer?
I’m not talking about placing video in your blog. I’m talking ripping apart the back end of video games online and at home to gather real leads. It’s very simple. If you are not doing this already, it will become apparent how simple it is to master. If you are doing this with success, share your thoughts.
I’ll use two great examples.
First, let’s say that you are looking to identify developers, designers and testers for your client. All of these people have to already have hands on experience in some form of gaming. How do find these people? There are many ways to do this, but if you haven’t already, than give this a try. See the video below. In less than 90 seconds I get 30 leads to start my name gen process.
See it here:
[wpyt_profile1]S9D2IuT25Cg[/wpyt_profile1]
Links to more examples:
http://bit.ly/dfihAR
http://bit.ly/9isEKS
In the second example let’s work with an entry level role for designers. Say you need to recruit entry level designers, testers and coders. You’re a bit lost since most people already have that experience. You snoop around online but find nothing to relevant other than gaming forums and boards. Just as there are engineering and business schools there are design schools, and if you haven’t already guessed it, yes they are in your main stream large state schools. Gaming is a massive industry and when sourcing you don’t need to focus on the smaller art and design schools any longer.
Take a look at this video from Wilmington University. In the commercial like video for recruitment into the universities design program, we learn a lot. We learn what majors are offered and what types of individuals they are looking to recruit into their university.
Next step: Pick up the phone and call them. Network with them. They will need a job within a few years.
Check it out.
[wpyt_profile1]ictf2nxy8H8[/wpyt_profile1]
Xobni – Get hold of outyahoovintworce killer
Though essential, email can be a productivity killer. Similar to leveraging social networks to research connections for business, sales or recruiting your inbox can become overwhelming, especially if it is not properly setup to field incoming and track outgoing messages. I wrote about this a while back, but take a look at some new features and more reasons why I love Xobni.
This video is a Xobni produced video
“outyahoovintworce” <– I should coin that term. So a while back I introduced Xobni. For those that are not familiar it’s an outlook add on that frankly I don’t think I can function without at this point. Though it’s not built for recuriters it
certainly accompishes more than most. First off there are 2 versions of the tool (Free and paid). I’ll admit, daycare has been draining my bank account so I am on the budget version, but I am serioulsy pondering paying for the service.
To learn the details on Xobni read the original post
Check out the Xobni Blackberry mobile video below
Why I like Xobni:
- I like to know what connections I have within clients, propsects, and dare I say Candidates? Xobni instantly captures the social profiles of those you are communication with. This is insanely helpful when you are on the phone with a candidate, hiring manger or client.
- I have a short memory at times and my inbox is laoded with information I certainly cannot remember I have. ie. files, ppts. etc. Xobni instantly indexes and displays your communication lines with contacts. If you are like me and have 12K plus archived messages, than this is essential. Outlook search is pretty poor (at least to me) but with a simple click of a message I can see the entire message string clearly displayed for me, the responses and the conversations had.
- I like to track conversations and reference points on the fly, Xobni lets me do that. ( I can see everyone who converses withing that “email circle”) File management: Dialing up a file is as easy as going to a LinkedIn profile. The system immediately indexes and creates profiles for everyone in your outlook that you have communicated with creating threaded conversations similar to comment strings you see on blogs.
- AND…..da da da da….It’s mobile!
This video is a Xobni produced video
Lets look a little deeper.
Social Aspects that I like:
Xobni instantly tracks my relationships, connections and conversations I am having, I have had and gives me an educated thought of some conversations or update meetings I should problaby have by tracking past emails and attachments in real time. Xobni pulls soical information from the major social networks and instantaneously lets me see how and who I am connected with.
Here is s real life scenario of how I have success with the tool. More than 12 months ago I spoke with a women who was just phenominal for a role that I was recruiting on. Things did not progress for a few reasons. Less than 1 month ago I was speaking a new client who by the stroke of luck is associated with this candidate.
Was it luck? maybe, but I like to think that this is a case of being armed with the proper tools. Xobni made the correlation between emails showing me that the two parties were conencted. Not aware of there connection I made an introduction to the idea of employment and there you have it. The rest is history.
Luck? Not so sure. I simply did not remember that I had spoken to this women.
Enough of this, Check out the new mobile app for Blackberry. Fantastic app and great features.
Linking In: Stop posting and praying and get social via @BillBoorman
LinkedIn is not just a place to smack up a profile anymore. It’s much more than that. It’s your resume and your point of reference for most employers you will come in contact with. Most recruiters lean on LinkedIn like it’s the only thing left in the world. So how can you maximize your profiles potential?
Thanks to @BillBoorman for contributing this post:
Most recruiters know the value of a Linked In profile. Hardly a day goes by without reference to just why you should have a 100% 
profile. For me, the real benefit of LinkedIn is that it is so much more than a directory or a job board. To me, LinkedIn is a social media channel in which you should be doing much more than just connecting or posting jobs.
Here are my top 4 tips to get the most out of Linked In:
1: Join all the groups you can (up to 50.) You can find the most relevant groups by checking the profiles of the people you want to connect with. Join the same groups and it is easier to connect. You can also search and export group members or invite to your events.
Post content over jobs within the groups.
2: Set up RSS feeds for questions in your target area. This way you can monitor, filter and answer questions. This helps you to both connect and gain recognition as a subject expert. Pose your own questions once a week. The answers make for great blog posts or content for the groups you belong to.
3: Add extra material to your profile with the following applications:
Slideshare – You can add up to 5 presentations and links to more. You can now embed video in to your opening slide, bringing life and differentiation to your profile. You can embed video direct from You Tube.
Make sales documents, a resume, job profiles and other relevant downloads available and visible via the box.net application. You can request e-mail address to download and grant permissions. Great way to start engaging.
4: If you have a blog, use the WordPress or Blogger plug in to show your last posts. Linked In is my second biggest referrer to my blog.
Post blog entries and any video in You Tube to the “News” entry in the groups you belong to. These come out top in the e-mail notifications that go out to members. (If the group administrator will allow this you can do it by adding an R.S.S. Feed.
Monitor the events for relevant events. You can register as interested and start connecting with others even if you are not attending.
If you are attending, send out invites to connections you would like to meet up with.
Final big point set a target to ring a number of your connections every day to introduce yourself and ask how you can help. Use linked in as the tool to unlock the introduction.
There you have it. Follow some of these steps to get the most out of what is a social channel, not a job board or a directory.
Be an ambassador in your network,
Bill
How I source 100+ leads in 2:32 with Ignite Conferences for #Recruiting
It’s really a simple process. Nose down sourcing is really another way of saying “Information gathering.” It’s not rocket science. It’s really more about taking the obvious and taking it to the extreme.
Have you registered for the Free 6 Secrets to Boolean Searching Webinar: with @JimStroud and @CruiterTalk? Click Here
Hot of the phone with none other than Steve Levy from recruitinginferno I decided to share a bit of conferencing sourcing tips with everyone. This is not ground breaking but it is often overlooked for no other reason than laziness.
A sourcers job is to make friends. Amybeth Hale says it best: “I make friends for a living.” My wife thinks I play on Facebook all day, my friends still say I’m just a recruiter. Me, I say I can find out your history, your grandmothers history and if you’re lucky I will tell you what you will be doing in 5 years.
Back to the point of the video. “Conference Sourcing” is nothing more than either attending conference in person or even online if you need too. The goal for the attendance is to gather information and walk away with cold hard leads.
Here is just one way I have success at this. Take it for what it’s worth, but when you get good at this technique you can rip apart highly targeted conferences, saving yourself incredible amounts of time.
I was asked the other day, why do I share my secrets? The simple answer is that it’s highly unlikely you will be competing with me in my market and even if you are there is no excuse for me not to out source you and win the placement. If I lose the race, I shouldn’t have won.
How I gather 100+ technology leads in 2:32 including the recording.
*Note: As attendees at a conference do not sweat recruiters finding your contact info. It’s a compliment and can serve as a fantastic career move or business opportunity.
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7 Tips to search Google more Efficient and "Search within your Results"
It’s not mandatory that you become a wizard of Boolean to master online search. You do however need to get organized and work efficiently. Here’s the first in a series on how to get efficient with Google.
Searching online can be a bit scary for recruiters if they are not accustomed to queries and weird languages that only the depths of the internet can understand. Enter the term “Efficiency”. 
It’s not mandatory that you become a wizard of Boolean to master online search. You do however need to get organized and work efficiently. Here’s the first in a series on how to get efficient with Google. Each post will contain 7 keys to staying efficient with Google Search and maybe include a video or two. Enjoy.
- Get familiar with Google advanced search. You’ll be able to break out your Boolean searches, target date ranges, time frames and control the results set that are return based on time and numbers.
- A lot of recruiters ask me frequently what the + will do in a Google query. The answer is that it will be sure to tell your search to include stop words. Google Stop words are those common words that you use in everyday language. There is however a place and time to include them in your search. A common list can be found here.
- Google has the ability to recognize filetypes in your search. This limits your search so use it wisely. Most recruiters focus on the better known filetypes like doc, xls and pdf. Google will recognize 13 filetypes including all of the Microsoft office extensions as well as, Lotus, PostScript, Shockwave Flash and plain text files.
- Similar to the use of intitle: and inurl: you can also search blogs directly from Google Blog Search with inblogtitle:<keyword>
- Search within your returned results to drill deep into a set of targeted results. Scroll down to the bottom of your results page and you will see “search within your results” (see video below)
- If you are specifically targeting individuals and you want to ensure a face photo, you can tell your Google Image Search that you only want to see results that host images of people. Simply add this: &imgtype=face to the end of your returned result in the URL bar.
- Google has a trending search as well. Try searching with Google Trends to uncover the hottest search trends, insights and regional based searches.
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Search within your results in 90 seconds:
