The subject we covered here touches on a situation that can affect every stage of the recruiting process, from sourcing candidates like we talked about, to simply organizing your pipelines or sending out cold emails. The situation is this: You might not know what you don’t know, and this thing you don’t know might be hurting your results. A scientific approach to your process is the only way to combat this problem. There’s no silver bullet, just like there’s no perfect candidate or perfectly efficient process. However, approaching your work with a mind that’s thinking differently can allow you to occasionally step back and question your results. Why do I keep getting the same candidates? Am I getting the same candidates as everyone else, and if so, how do I differentiate my results? Are my recruiting tools saving me time or can they be used better? Is my messaging turning off qualified candidates? Healthy skepticism every now and then can lead to experimentation and improvement. Hey, you might be perfect already (you certainly are in our eyes). Take a step back just to make sure though. Your Boolean search results and clients will be glad you did.
There are plenty of job openings for EEs, computer and software engineers, and IT professionals across Europe, but recruiting people with the most in-demand skill sets continues to be a challenge for industry companies.
And it might not get much better any time soon. The European Commission (EC) says the demand for new information and communications technology (ICT) sector jobs is up to 120,000 a year in Europe, which EC Digital Single Market Chief Andrus Ansip says could lead to a shortage of more than 800,000 skilled ICT workers throughout the continent by 2020. “We still see big differences in skills levels between European Union (EU) countries,” says Ansip, “and different implementations of national skills programs designed to minimize Europe's digital divide.”
What does your careers site look like? Or, more importantly, what does it tell visitors about your organisation? Does your careers site sell your company to potential candidates? There are a number of things you can do to successfully promote your employer brand on your careers site. In today’s blog we’re listing six of the most important: 1. Make sure your brand identity takes centre stage “Before showing any job vacancies, make it very clear to prospective candidates that they’re at your territory. Pay attention to colours, fonts, the use of images. Make prospects feel the value of your brand before they actually start reading,” say the folks at Recruitee.com. And we couldn’t agree more. When a candidate enters your careers site they should be aware that they have come into your space. Take our careers site for example, our signature ninja green is heavily featured, photos of our staff are very prominent and all of the text on the site is written in our casual, humorous style:
A multi-billion dollar budget? Check. At or near the top of every “Best Places to Work” list? You bet. The opportunity to contribute to one of the world’s most popular websites? Just another day at the office. The selling points Facebook’s recruiters have at their disposal are nearly endless. Life must be one big cakewalk, right?
Actually, not so much.
Sure, the House That Zuck Built doesn’t struggle to attract great candidates, but this isn’t just a byproduct of its past (and current) success. It’s the result of a strategic plan, smart decision making and a tremendous amount of hard work. We dug into Facebook’s employer brand for some insight into the company’s approach and came away with three tips every recruiter can implement to improve their hiring results.
Built In’s 2017 State of Tech Recruiting Report is a data-driven analysis of the trends, challenges and opportunities tech recruiters will encounter over the coming year.
Our findings — sourced via survey responses from technical recruiters at hundreds of startups and tech companies across the country — will help readers better understand the state of technical recruiting in America, the obstacles likely to present themselves in 2017 and what their colleagues are doing to succeed in a highly competitive labor market.
This list is designed with HR & recruiting practitioners in mind. It’s my hope that you will find something on here that can help your talent organization function effectively or efficiently, address a particular pain point or actual business problem you’re having, or just helps make your job(and life) a little bit easier.
If you see something you like, remember that this list is only a first step; you’ll want to do your own due diligence – and a demo – to make sure that it’s the right fit for you and your organization. If you like what you see – or if you don’t – make sure you share what you learned with your peers, along with any feedback you can provide to make their search for the latest and greatest in HR Technology a little simpler, too.
For the past few months, LinkedIn has been undergoing an extreme makeover. Originally announced through their blog, many LinkedIn users have seen these changes roll out on their desktop. These changes have been disappointing to many recruiters and sourcers alike, though some have shown their support. Frustrating to most users was the removal of many premium search features, the ability to use Boolean commands, and the slow speed at which it takes to view a user’s LinkedIn profile, just to name a few. Coordinating with their makeover, LinkedIn does appear to be listening to its user’s concerns. Yesterday, LinkedIn announced further adjustments to their new desktop redesign. You can check out the latest announcement below directly from the LinkedIn blog.
Industry leaders are transforming their businesses by making the user experience on mobile devices the center of their marketing strategies, according to this opinion piece by Gopi Kallayil, Google’s chief evangelist for brand marketing and Bhaskar Ramesh, head of industry, consumer packaged goods, India. The automobile industry has long thrived in a world where cars…
Today, social presence is a must in your recruiting strategy. 59% of employees say a company’s social media presence was part of the reason they chose their workplace. Social media allows employers to identify and reach potential candidates who have the right qualifications but are not thinking about changing their current jobs. Social media activity makes passive candidates aware of new job openings that may motivate them to consider leaving their current job for a better one.
How can recruiters make the most out of social media to attract the right candidates?
Joining recruiting is accepting that you’re now part of a rejection hotline. We’ve all been rejected by candidates. If you haven’t, you’re either the greatest closer of all time or you just started last week.
But here’s my real question: what did you do in the face of rejection? I’ll bet that you wrote them off. Your notes reading something like “nice knowing you” or “don’t ever work with him again.”Maybe you’re even more spiteful and make another notation as a red flag candidate. You were probably seething as you wrote it, depending just how purple that squirrel was and how long it takes you to source. The more time that goes into, the more it begins to feel like a bad breakup and you just never want to see them again. That candidate is now dead to you and your firm. Am I right?
Each month, about 40 million people visit Stack Overflow to learn, share, and level up. We estimate that 16.8 million of these people are professional developers and university-level students. Our estimate on professional developers comes from the things people read and do when they visit Stack Overflow. We collect data on user activity to help surface jobs we think you might find interesting and questions we think you can answer. Developer Roles Developer Type Web developer Desktop applications developer Mobile developer Database administrator
Developer with a statistics or mathematics background Systems administrator DevOps specialist Embedded applications/devices developer Data scientist Graphics programming Graphic designer Machine learning specialist Quality assurance engineer
Attracting, hiring, developing and retaining the right people has always been a crucial part of any organisation's success. The methods of doing so successfully, however, are evolving fast.
With growing skills gaps, uncertain trading conditions and rapid changes in technology driving new preferences and expectations in consumer behaviour, businesses need agile, curious and committed workforces. Our current and future employees have expectations of a more seamless and immersive experience when they apply for a role or join a new business. They also now have more choices over where they work and how they work, and look for companies that will offer them the opportunity to grow, develop and reach their potential.
One of my favorite parts of each year is evaluating tools. My other favorite part is using them. These were some of my top tools last year, and all are either free or have free versions. Here they are in almost no particular order: Hiretual I've been using Hiretual since way back in
The gig economy isn't just for Uber drivers. Companies are also turning to contract employees for skilled work, including in the technology industry. There are several reasons for this outsourcing: Contract employees offer companies flexibility.
Companies today need to be able to respond to changing business demands and scale up or down quickly. Through using contract employees, companies are able to add or shed workers easily in response to growth or other changes in the business environment. Technology enables remote work.
The internet, virtual desktops, and video conferencing all mean that people don't need to be in the same place to get work done. Documents and other resources are easily shared no matter where people are located, so companies don't need all their employees working in one office.
What do you value more, skills or ‘fit’? The vast majority of hiring managers focus on skills, searching for candidates that ‘tick all the right boxes’, limiting the importance of cultural assimilation.
On paper, this looks great. No one can argue with a hire that matches the job description. The problem is that paper means little when your new hire doesn’t match your company culture and is either unhappy or ineffective – as many as 50% of new hires fail in the first 18 months because of bad fit.
The perfect hire is someone who is excited about your company’s goals, the kind of person that will go the extra mile when it’s required. Not the person who will complain when the have to work the occasional Saturday to get a project over the line. Hiring these people is the way to build an awesome company culture, (something that can have surprisingly far-reaching effects on business success!)
This kind of person is hard to track down, but there are a number of things you can do to make sure most of your hires fit the bill.
Today’s enterprising technical recruiter has hundreds of tools at their fingertips. From old stand-bys to cutting edge technologies, there’s a solution for just about every recruiting problem that exists (and even some that don’t).
This cornucopia of options is great, but it can also be a lot to manage. Sometimes, it would make life easier if someone would just tell us what’s driving results for them so we know where to start.
We can help with that.
In our 2017 State of Tech Recruiting survey, we asked respondents to rank their top source-of-hire and hundreds of tech recruiters from around the country answered the call. Without further ado, let’s jump into the data and see what channels are driving the most hires for America’s tech recruiters in 2017.
We’ve all been there. You applied for a job and were selected for interview. You received a generic email or call with the time and location for the interview, but you did your research. You went into that interview so well prepared you could have beaten the CEO in a pop quiz. You feel like you did well, and you are waiting for another call. You’re waiting, and waiting. In this time you start to question if the company is a great fit for you after all. Your call for interview was generic, you’ve been kept waiting for feedback, and time has lapsed since you did all of that research. If they offer you the position, is this what it will be like to work with them? The candidate experience fuels the onboarding and success of new employees. It also creates a useful tool in building a recruitment brand for your company. A candidate who has had a great experience will think highly of your company, even if they don’t get the job.
You are probably familiar with the employer branding concept from our career events or Hipo.ro. These days the companies are focused to craft their messages as an employer and to improve the employer image on the labor market, because they are aware that employer branding implies benefits associated to improving the application rates, making your company stand out in a crowded market, creating a greater employee engagement and motivation.
Without any public announcement, Google has begun testing a new jobs product it’s calling Google Hire.
Multiple Silicon Valley and technology sites report the product is an applicant tracking system, designed along the lines of the company’s in-house ATS, which handles millions of applications annually. Tech site Axios says, “The service lets employers post job listings, then accept and manage applications.”
However, much of that is only informed speculation. Access to the service is limited. A login page says it accepts Google logins, but for now, it doesn’t permit access. The product is at hire.withgoogle.com, a domain Google uses for experimental products. The company also has a resume builder there.
Crunchbase identified a handful of companies currently using the service: Medisas, Poynt, DramaFever, SingleHop, CoreOS, Nanz, Touchlab, Calendly, Citizen Inc and Pace Avenue. The links go to each company’s jobs listing. Here’s a typical sample:
That was a “wow” moment for the entire table! I asked how she found it and she informed me she typically looks for “top sites” when sourcing candidates. That’s an excellent way to identify directories and associations of interest and another example of how the circle of sourcing can make us think outside the box.
In fact, Schifman’s technique is how I found Trustoria and BizStanding, two directory websites that I mentioned during my SourceCon presentation in the Spring of 2017. I was looking for top sites to find engineers and stumbled upon both using natural language and sifting through some of the results.
As I mentioned at SourceCon Spring, publication websites can be a tremendous resource in producing supplementary information and scientific skill sets to the forefront. Many scientists have “skeleton” LinkedIn profiles that do not include the full representation of who they are, what they work on, or what they do. Publications can help identify niche skills (like working with small molecules in a drug discovery environment) much more efficiently than scouring for a hidden resume or CV.
Messenger is more than just a chat app. We use it to share video, play games, and chat in real time. Indeed, it’s become a veritable commercial platform, supporting payments and transactions, and is used by businesses to provide real-time support.
With that in mind, it’s hardly surprising that much of the focus at the Facebook F8 conference was on Messenger, and the company’s plans for the platform.
Sharing your scoops to your social media accounts is a must to distribute your curated content. Not only will it drive traffic and leads through your content, but it will help show your expertise with your followers.
How to integrate my topics' content to my website?
Integrating your curated content to your website or blog will allow you to increase your website visitors’ engagement, boost SEO and acquire new visitors. By redirecting your social media traffic to your website, Scoop.it will also help you generate more qualified traffic and leads from your curation work.
Distributing your curated content through a newsletter is a great way to nurture and engage your email subscribers will developing your traffic and visibility.
Creating engaging newsletters with your curated content is really easy.