How to activate your candidates for faster, more effective sourcing

Maura McElhone

“Sourcing and finding people is the most important. You can’t recruit, message, or network with someone you haven’t found.”

This quote from Glen Cathey, SVP, Global Digital Strategy and Innovation, Randstad, might be a few years old, but for many in talent acquisition, the statement is still taken as gospel.

I agree with Glen, particularly when it comes to hard-to-fill roles which require a recruiter to source and engage highly skilled and highly sought-after talent. 

But what about all those other open positions? With 90-odd percent of roles not reliant on intensive sourcing efforts, does Glen's statement still ring true? And is it really the case that “you can’t recruit, message, or network with someone you haven’t found?”

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Topics: recruiting content, candidate experience, Sourcing

How to Win the Majority of Multi-Offer Candidates

KC Donovan

Let’s face it, we’re all hiring more employees and competition for the best talent might be the greatest it’s ever been (that’s right you dot commers – ever!). If you track the offers you’re making, you’ll see that most talented candidates have multiple offers to choose from. For certain industries and roles, it’s been this way for quite a while regardless of talent ability.

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Topics: Employer Branding, recruiting content, candidate experience, competition for talent, EVP

What is ZMOT and what has it got to do with Recruiting?

Shane Gray
In 2011, Google introduced us to the Zero Moment of Truth, or ZMOT, which described a revolution in the way consumers search for information online and make decisions about brands. Now six years later, Internet Search and ZMOT continues to grow unabated in importance and scale. It’s not surprising that this consumer behavior activity has extended into the jobseeker arena and is now mirrored by “career consumers.” Recruitment tactics need to evolve to keep up.
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Topics: candidate experience, recruitment-marketing-zmot

Why effective recruitment and sourcing starts with your careers site

Maura McElhone

There is a common misconception that most visitors to your career site are there to look and apply for jobs. In reality, the candidate journey begins with a search for jobs via Google or Indeed. When job seekers want more information on what it's like to work for a particular organization, that is when they turn their attention to the careers site.

As the next important stage in the candidate journey, the career site is central to the candidate experience and is therefore also highly influential in shaping your company's employment brand. Whether it's one page or a collection of pages, your careers site can make all the difference to whether or not the right candidate makes the decision to demonstrate their interest in your organization as a potential employer — which is why it’s in the best interests of both recruiters and sourcers to ensure that their organization's career site meets a particular standard.

The following is a list of best practices to observe when building a careers site designed to facilitate faster, more effective candidate sourcing and recruiting:
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Topics: Inbound Recruiting, recruiting, candidate experience, career site

Do I need a recruitment marketing platform? Yes, and here's why

Maura McElhone

People have transformed how they seek out employment opportunities. Candidates today think and act like consumers, researching employers in the pre-application stage as they would products in the pre-purchase stage.

When it comes to applying for a job, candidates want to feel that they are making an informed decision. They want to know what it’s like to work for that employer ahead of time, and to feel that they have developed a relationship with that organization.

A company that can fulfill those needs creates a positive candidate experience, strengthens its employment brand, and establishes itself as an employer of choice.

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Topics: candidate experience, employer brand, recruitment marketing platform

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