Posts in Recruiting
Recruiters Explain Which Types Of Messages They Actually Reply To

You’re looking for a job—which means you’re networking your pants off. Wisely, you’re focusing on contacting recruiters and human-resources folks in particular, and you’re (just as wisely) taking a two-pronged approach: paging through LinkedIn for all it’s worth, and piecing together the email addresses of the contacts you identify, whenever you’re unable to send them an InMail message.

You realize it’s a bit of a crapshoot, since a lot of the time, this means reaching out to people you don’t know, so it’s all the more crucial that you nail your introductory message. But how do you do that? Recruiters and HR professionals receive loads of unsolicited notes from jobseekers, and yours needs to stand out.

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How To Recruit In 2017 (eBook)

The world of recruiting is evolving at an accelerated pace. Recruiting teams at the leading edge of this evolution are deploying modern tools and technology like algorithms, bots, and AI to help them identify, engage, and retain talent. However, many companies still struggle with the fundamentals of recruiting, which is creating a widening gap in capabilities…and successes. This eBook is not for those practitioners already at the leading edge of this curve. This is a resource for recruiters with a full desk and heavy requisition loads who perpetually struggle for time. Startups without established recruiting or HR functions and are wondering what to do to give their organization a hiring edge. Teams that started modernizing their recruiting functions, but soon found themselves stuck.

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The Top 3 Factors That Will Make Or Break Your Recruiting In 2017

Your mobile-responsive career site doesn't cut it anymore.

We're days away from 2017, but many companies are still hiring like it's 2010. The entire hiring process—from the way job seekers find listings to the way recruiters reach out to prospects—has evolved quite a bit in the past few years. Now it's time for every employer to catch up to the times, lest lose the top talent to competitors that beat them to it. These are three factors that, more and more, will make or break a company's recruiting in the year ahead.

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Why Retention Will Be The Biggest Talent Challenge Of 2017

As talent leaders continue to beat the “war for talent” drums, are they missing the bigger risk to their organizations?

The U.S. unemployment rate fell to 4.6 in November 2016, the lowest jobless rate since August 2007. This trend was steady throughout 2016. To remain competitive companies began investing more in their recruiting capabilities, particular in the growing field of employer branding where they aim to attract talent by shaping candidate perceptions and influencing sentiment. While this makes sense in today’s connected candidate marketplace, an over-emphasis on talent attraction and hiring without equal emphasis on development and retention will create problems for companies in the new year.

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Want To Attract The Right Job Candidates? Repel The Wrong Ones

To keep their edge in an intensely competitive hiring climate, some companies are trying to make themselves more attractive employers. In many ways, that's understandable. Building an employer brand can create the sizzle that brings as many candidates as possible through your door. This is a mistake.

We all have different drivers and motivators when it comes to our work . . . One person's dream job is another's nightmare. There's no doubt that attracting talent is important. If you can't do it, positions will remain unfilled, and the top people in your field will go to your competitor. But attracting the right talent is what really matters. Most companies already agree with this in principle, but many still overlook the fact that the goal of recruiting isn’t more candidates—it’s more of the right candidates. And their recruiting practices are still geared more toward the former than the latter.

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Why Personalization Is The Key To Recruiting

There has never been more competition for our eyes and ears. We're awash in stimuli almost every waking moment. The constant bombardment of our senses is chipping away at an already limited attention span.

To cut through the noise, media organizations are embracing personalization. Audio has been doing this for awhile with Pandora, Spotify and others serving up tailored playlists based on your musical tastes. Established broadcasters like NPR, have followed suit. Netflix is famous for their personalized content suggestion. All of these efforts are an attempt to get and maintain attention by catering to their audience's specific needs.

The increasing demand and ability to deliver personalized content tailored to the needs and characteristics of individuals means you need a much wider range of content reflecting different interests. This is certainly true in recruiting, where candidates have never been more distracted with various media channels – or bombarded by recruiters.

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TEMPLATE: Hiring Manager Onboarding Checklist

Onboarding is a crucial component to successful recruiting. All of the hard work and goodwill built up over the recruiting courtship can be undone with a bad onboarding process. The challenge many recruiters face is that they feel they don't "own" onboarding, and too many think their role ends at offer acceptance. If you don't make onboarding a priority, you risk creating a poor first impression of their new roles for your new hire. Don't let that happen.

One of the ways you can support a more successful onboarding is to coach your hiring managers on their role in onboarding. Often times their involvement from the moment an offer is extended through start date can set a tone for successful acclimation.

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Amplify Talent 2015 Year In Review        

As 2015 comes to a close, I want to thank all of you for being part of the Amplify Talent community. This month marks the two-year anniversary of Amplify Talent. I’ve learned a tremendous amount since launching in 2013, and am deeply grateful for the opportunity to collaborate with leading brands and recruiting teams to help them recruit more effectively. Here’s a look back on the past year.

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LISTEN: "Everyone Should Be Tradigital" @MetMuseum Chief Digital Officer, Sree Sreenivasan (@sree) [Podcast]

Sree Sreenivasan shares experience and insights from his career spanning Journalism, Academia, and the Arts. In this episode, Sree walks me through where his passion for technology comes from, his 30 year love affair with the Met, the museum of dead technology, learning the value of new technology during a military coup in Fiji, how living in different countries stoked his curiosity, what it's like to run a 70 person startup in a 100 year old company, Tradigital journalism, attention as currency, the biggest competition for museums, where he goes to keep up with emerging technology, why LinkedIn is the most under-appreciated of all the social networks, and where he finds inspiration.

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Candidate Experience Lab: Rethinking Rejection #HootHROS

It is our genuine intention to continue helping job seekers outside of their application with Hootsuite. We thought we could weave in some of our learnings to share with them, so we revised our candidate emails (message varies slightly based on stage of interview) to include what we hope will be seen as additional resources they can draw from. This effort will be iterative based on candidate feedback and will include a curated list of resources that cover many stages of the job search lifecycle; job search strategies, networking, company research, resume writing, LinkedIn tips, interview prep, interview feedback, and more. You can see the full email below.

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Live From Anaheim...It's LinkedIn Talent Connect!

I'll be following in the large footsteps of Ed Nathanson and Matthew Jeffery who hosted the first two livestreams last year in San Francisco and London respectively (highlight video below). They set the bar high, and I'm looking forward to continuing what they started and bringing viewers inside the Anaheim Convention Center for interviews with speakers, attendees, and other behind-the-scenes live looks at Talent Connect 2015.

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Candidate Experience Lab: Redesigning Hootsuite's Application Response (#HootHROS)

One of the things we're working on at Hootsuite is enhancing our candidate experience. We're doing this in a variety of ways, including applicant surveys of the recruiting experience, and recently launched a new tool we wanted to share as part of our open-source HR initiative - #HootHROS. We recently redesigned the response candidates get when applying for jobs at Hootsuite. You can view the full email below, but we wanted to share some of the thought that went into it.

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The (Not Yet) Definitive Collection Of Online Recruiting Resources - Volume I

We're living in a golden age of information - blogs, podcasts, newsletters, videos, chats, groups, and more. If you want to educate yourself on a particular topic there are endless rabbit holes you can go down. Finding information is easy, sifting through the noise to find valuable and relevant information for recruiting is hard.

To parse through the noise, I reached out to dozens of recruiters to ask where they go for information, inspiration, ideas, and tools.

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How To Execute A Global Employer Brand Campaign On Periscope

Last month we announced a new campaign at Hootsuite called "Open Source HR - #HootHROS". The idea was to work out loud and share some of the HR projects we're working on at Hootsuite. The first case study launched this week and provides and provides an inside look into a recent global employer branding campaign we launched in April to showcase our global operations and talent on Periscope.

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