Tag Archives: Networking

The Forgotten Sourcing and Recruiting Method

People often ask me, “What’s the best way to source talent for my open jobs?”

Potential Candidates are Everywhere!

Clearly, there are many ways to source candidates. The online venues can be overwhelming to keep up with. You may ask: “Besides Linkedin, Twitter, Facebook, Plaxo, Pinterest, Instagram, Zoominfo and a plethora of other social media and social networking sites available, what else is there?”

My response: Recruiters and sourcers sometimes forget to network and source talent in-person.

So, what does that really mean?

Go where your target talent “physically” goes… where they spend their time away from work.

It sounds simple, but many recruiters are so focused on sourcing talent via the internet, they’ve forgotten that getting out and meeting people is as important as meeting them online.

How can you find your target talent? It may not be as quick as a Google search, but it’s possible to do your research and go where they are.

Think about this:

Where would you go if you were trying to source military talent? A military base. Where would you go to source college grads? A local university.

Those are obvious source examples, but if you know your target talent’s industry, you can use the same methodology to go where they are too.

For example, if you are sourcing Human Resource-specific talent, you could attend a Toastmasters meeting in the area you reside.  You’d be surprised the types of talent you meet at these meetings. The clubs typically list the job-titles of each member and each meeting is usually free for guest attendance.

Other, less obvious, talent sources are the gym, the bus, the mall, a popular restaurant, a Meetup group, a career mixer… the list goes on.

How do you source these venues?

1.  Talk about your company to everyone you meet.

2.  Let them know how excited you are to work for your company.

3.  Share your open jobs with everyone.

4.  Have your contact information or business card available at all times because they’ll ask for it and want to connect with you via social media.

5.  Ask for referrals!

My experience sourcing talent in random places is always positive and fruitful.  I frequent public transit for my work commute and meet new people every day.

Without fail, I talk to the people sitting near me.  I tell them about where I work, the jobs I’m recruiting for and ask them about what they do.  It’s important to be engaging and that means being a good listener.  People like to talk about what they do and if you’re a good listener, they will feel a sense of trust.  Once you’ve gained their trust, they will feel compelled to share referrals with you.

Remember, sourcing talent is a constant effort and as a recruiter or sourcer, you must integrate in-person networking into your talent acquisition strategy. Be a brand zealot of yourself and your company and view every interaction as an opportunity to source and network for top talent!

–          Terry Hall

http://www.linkedin.com/in/terryjobs

If You Can Get a Date, You Can Get an Interview…

If you can get a date, you can get an interview.  If you can get an interview, you can get a job!

Have you ever had a date progress to a long-term relationship or marriage?

Think back; how did you meet that person –  how did it progress to dating?

Likely, its attributed to being available and receptive.

The same is true for getting an interview or job.  Opportunities don’t present themselves unless you make yourself available and receptive to them.

When coaching clients, I often compare interviewing to dating and jobs to committed relationships and marriage.   Dating can result in committed relationships and/or marriage.  Interviews can result in jobs.

The dating best practices found in the previous link are nearly identical to these job search and interview best practices:

1.   Stay positive, regardless of the outcome. Every interaction is an opportunity.  If the interview doesn’t result in a job, that’s ok.  The more you interview, the better you become at interviewing.   Its a learning experience.

2.   Look your best. Wear what makes you most confident and makes you look your best.  Do your hair, shave, trim your nails and tone down jewelry and fragrances.

3.   Relax and have fun.   Enjoy yourself.  Don’t force an outcome. Having a sense of entitlement or expecting something to result from the interview creates tension and can lead to hurt feelings.   Consider each interview a networking opportunity.

4.  Compliment. Within reason.  Don’t try to hard.  You could end up looking desperate or insincere.

5.   Be interesting and engaging. Stay knowledgeable about relevant news and events of interest to your industry or target company. Build rapport and find out what the other person enjoys doing.

6.   Be honest and forthcoming. With a caveat:  Don’t give too much away. Answer what’s asked of you, then stop.  As in dating,  its not time to share your life story or detail why you’re leaving your job.  Don’t scare them away.

7.  Plan Ahead and be timely. Who’s the interviewer?  What’s their background?  Research the company and their role in the company.  Make sure you have the right address and print the driving directions, job description and your resume the night before.  Your internet could go down the day of the interview!  Give yourself travel and parking time.  Don’t be late.

8.  Surround yourself with positive, like-minded people. Give and get support by networking with other job-seekers, encourage each other, share leads, share tips, share challenges, exchange ideas and learning opportunities!

Whether searching for dates or jobs, you’ve probably registered on dating websites and job sites.   Though helpful in your efforts, alone, they won’t get you noticed in a sea of available fish.  It takes more than just a website to make things happen.

When you make meeting new people a priority, you improve your odds immensely.    (click the link for tips on meeting new people)

How do you “Get a Date, Get an interview… Get a job?”  Get out there and make yourself available and receptive to new opportunities.

As Always, Happy Networking!

Terry

Recruiting Metrics: An Evolving Hiring Process

Recruiting Metrics: An Evolving Hiring Process

Author: Byron Mackelroy

Let’s face it, the hiring process is and always will be a competition. From the perspective of the applicant, they are in a competition to beat out other applicants and get a job offer. On the other hand, companies are in a competition with other companies to secure top talent and maximize the goodness of fit for each new employee. In a race, a status quo approach will only get you in the middle of the pack, if you are lucky. To achieve greatness in hiring requires constantly improving the recruiting process to maximize efficiencies and minimize bottlenecks.

Improving the Recruiting Process

All recruiting programs have some degree of redundancy or inefficiency. Your attention to detail dictates the success of your recruiting program. Most corporate recruiters will agree that there are certain scheduling conflicts, redundant interviews or bottlenecks that crop up on a regular basis. These elements may vary dramatically from company to company. For one organization, it may be a hiring manager that is just too swamped with other tasks to dutifully handle their responsibilities to the recruiting program. For other organizations, it may be a result of an overly extended review process that results in missed opportunities and applicant dropouts.

Feedback, Feedback, Feedback

In any process, feedback is required to improve results. When you stub your toe, you decrease the chances that you will make the same mistake twice. Unfortunately, the hiring process covers more variables and a recruiting program’s responsibilities tend to be spread out over multiple people. With so many potential cracks to fall into, how do you ensure that the successes and failures of your corporate recruiting program make it into a feedback process? In the past, corporate recruiters would be responsible for taking notes and managing email strings to try and pinpoint errors and issues. This process tended to be fragmented and highly personal. When a recruiter tells a hiring manager that they are causing a bottleneck due to lack of availability, the situation can appear personal. How do you get around an antiquated feedback system? Capture data in a central location so all stakeholders have access. Modern applicant tracking systems are capable of storing a wealth of data on the “whos” and “whens” of your hiring process. This data can be incredibly granular and comprehensive. Half of structuring feedback is capturing the data required to extrapolate trends and pinpoint issues.

Presenting the Data

Structuring and mining your recruiting data is critical to finding areas for improvement. Information by itself is like a cluttered desk full of random papers. Each paper has some information, but there is no way to make heads or tails of the entire data set. Recently, some recruiting software companies have perfected the art of surfacing data and presenting usable formats to help quantify your corporate recruiting system. These Recruiting Metrics are providing tremendous insight into the hiring process. Imagine being able to view your bottlenecks in real-time with an easy to understand graph. These analytics packages offer a wide range of capabilities, from pinpointing which hiring manager’s cause the most holdups to a full-spectrum review of your corporate recruiters screening tasks. The basic goal of recruiting metrics is simple; make your data as usable and actionable as possible.

In the inherently competitive process of hiring, continuous improvement in key to achieving success. Improving your recruiting program is dependent on feedback. With modern applicant tracking software you can capture a wealth of information. New recruiting metrics features are taking aim at providing you corporate recruiters and HR managers with the data they require. These new recruiting analytics features are driving a new approach to hiring, the evolving recruiting process.

Article Source: http://www.articlesbase.com/human-resources-articles/recruiting-metrics-an-evolving-hiring-process-1308103.html

About the Author

I am an aspiring blogger who enjoys sharing helpful information with people. My three favorite topics are business, technology and travel.

To Pay or Not to Pay? I Say “Not” … Would You Pay For a Job?

LBLI’ve seen a recent trend in job-seekers paying search firms and/or recruiters for job-placement and even job fair attendance.

Although it’s an “employers market”, I strongly advise against paying for placement.

In my 13+ years as a Recruiter (Agency, Executive & Corporate) and Business Development Manager, none of my “competitors” or peers has charged fees to job-seekers. The most reputable search firms, placement agencies and recruiters charge the company, not the job-seeker.

“Paying for placement” and/or job fair attendance is an unwelcome fad, resulting from a poor economy. In my opinion, it shouldn’t become the “norm”.

What are your thoughts on this topic?

I recently read and highly recommend the book: “Laid Off, Laid Low; Political and Economic Consequences of Employment Insecurity. Available at Amazon.com

Happy Networking!

Terry
Job Spot Seattle
“I’m Tweeting Jobs & Resume’s” – Tweet with me!
Job Spot Seattle; “Seattle’s Online Job Network Since 2005”
Job Spot Website
Job Spot Blog
Job Spot on LinkedIn

This question is also posted on LinkedIn Questions

Networking for Jobs; What Really Works? “Face Time”…

How Do You Network & Promote Your Skills to Potential Employers? 

My Toastmasters Club

I’m presenting a career workshop/networking training to an estimated 700 women veterans on 9/12/09 at the Department of Veterans Affairs Women Veterans Summit.

Click here for event details: Women Veterans Summit

 Among other topics, I’ll share best practices for:

1.   Self Marketing & Self Promotion

2.   Online/Virtual Networking via: LinkedIn, Facebook, Plaxo, Twitter, User Groups, Blogs etc.

3.   In-Person Networking; social events. job fairs and professional association functions. “Face Time”

What works for me?  Getting “Face Time” with Employers & Hiring Managers!

This required stepping outside my comfort zone…

Joining, attending, and participating in Toastmasters meetings, professional groups, and association meetings are some of my networking best practices.

I joined Toastmasters 2 years ago and have been an active member ever since.  I’ve held VP of Membership and Public Relations club officer roles for WaMuOne Toastmasters.   Active involvement provided me “face-time” with people I’d otherwise not met.  

Most Toastmasters Clubs are open to the public and guest attendance is free.  You can attend clubs as a guest before joining.   Toastmasters attracts multiple professionals from various industries. 

In addition to in-person networking, I share jobs, resources, and news with Job Spot Seattle, Job Spot West Coast & WoVEN members on my social networking groups. 

As with anything, networking is what you make it.  What are your networking and/or self-marketing/promotion best practices? 

As always, I look forward to your unique & valuable input on any and/or all areas!

Happy Networking!

– Terry

http://www.job-spot-seattle.com/

Put The “Fair” in Job Fair!

Roller Coaster

Job Searching is a Roller Coaster Ride!

 
Oh, the fun to be had at the County Fair! 
 
Hanging with a big group of your closest friends, scarfing down Cotton Candy, Shish-ka-bob, and fried Twinkies, laughing and screaming simultaneously as you brave the Scrambler, the Zipper, the Edge, Shooting Hoops and air-gunning tin cans to win that stuffed panda that’s bigger than you! Good times!   So what does this have to do with “Job Fair’s” you might wonder?
 
…..

Like most, when I think of going to a Job Fair as a job-seeker, I don’t get that “fun” feeling. So, why call it a Job Fair if its not going to be? In my opinion, job fair’s can be fun or at the very least, entertaining and social.

 

Job fairs have gotten a lot of negative press lately;  with stories of  “too many” job-seekers and not enough jobs and lines going down the street for people trying just to get in.
Possibly true for those events, but don’t give up on job fair’s completely.  When you hear of one, just go! Even if you don’t get an interview, call back, or job offer right away, going to a job fair is a great way to network and bond with other “job challenged” professionals like yourself.

Believe it or not, I’ve never been to a job fair as a job-seeker; never had a reason. The job market’s always been good for my industry. (recruiting, staffing and career development).  But the market’s changed. So, I’ve adjusted my job-search techniques and added more in-person networking events….that includes job fair’s.  

I was excited about going to WaMu Center’s Career Services Job Fair on 3/25, but part of me thought it might be depressing having so many other “job challenged” folks in one place.

To the contrary, it was a motivating, empowering, and bonding experience! In addition to seeing other recently laid off WaMu colleagues, I met with several potential employers!

Some Seattle-area Staffing Agencies in attendance were:

iMatch
Kelly Financial Resources
Wimmer Solutions
Ajilon Office
Accountants Inc.
Comsys
Hansell Tierney
Volt Technical Resources
Volt Services Group
Creative Circle
Law Dawgs

E-mail me if you’d like contact details/names for any of these companies. (e-mail @ post end)

Fun to be had; more than I expected…

Besides potential employers, I saw many former WaMu co-workers. It was a reunion of sorts; everyone getting together like old times! It was a bonding experience; we were all in the same boat; actively “looking” for work. We exchanged greetings, business cards, and caught up with each other on happenings since our recent lay off.

 
The Outcome:

Did I get a job offer yet? No, but I did have fun meeting other professionals and seeing co-workers and handing out my home-made personal business cards. I felt accomplished after exchanging numbers with potential employers.

Job-seeking is a process, similar to dating (and eventually getting married). I didn’t get a marriage proposal the same day I met my husband. It took time. Finding a quality job takes time too!

For now, I’ll stay patient and positive, stay in touch with my network and (try to) stay away from negative news.

See you at the next event!  The Career Fair on April 22 at WaMu Center.

 

Join me on Job Spot Seattle on LinkedIn or check back soon for more info on the event.
As Always, Happy Networking!
– Terry

Networking Event: Monthly coffee/social hour starting in January

In-person networking is always important!

Anyone interested in a monthly or quarterly group coffee/social hour
starting in January `09? (Seattle and surrounding areas)

It would be great to connect and network in-person!

I’ve used meetup.com to coordinate similar events for other groups I’m involved with and its worked out well.

Please e-mail me if you’re interested in attending or helping me coordinate monthly networking events and/or location(s).

As always, Happy Networking!

– Terry

http://finance.groups.yahoo.com/group/Job_Spot_West_Coast/message/