How to Generate Sales Leads Using LinkedIn: 2 Tried-and-True Methods to Target, Prospect, and Close Sales Deals Without Cold Calling
June 5th, 2019, 10:00 A.M. EST
When you think about generating leads using LinkedIn, what comes to mind? Let’s set the scene:
You sign in to LinkedIn
You scout for potential prospects
You request connection with potential prospects
You send a carefully crafted message to said potential prospect
Rinse and repeat… 100 times… 200 times?
You receive 5 replies
You actually speak to 1 of these potential prospects
What if there was a different way... a better way… to target, prospect, and close sales deals using LinkedIn?
Guess what? There is! And you’ll learn about it in this FREE webinar! Join us on Wednesday, June 5th 2019 to learn how to use LinkedIn to generate sales leads and nurture relationships–all at the same time.
Although it may not always be the most pleasant aspect of the job, hiring and firing is an essential part of running every business. In order to prevent potential lawsuits, all employers should be aware of the following simple, although not always obvious, employment law tips.
Follow Anti-Discrimination Guidelines.
All pre-employment inquiries, whether on advertisements or applications, during interviews or informal lunches, must comply with anti-discrimination laws. As such, employers must avoid any and all language indicating employment limitations or exclusions based on race, national origin, color, religion, age, sex, marital status, sexual orientation, or disability. Although the need to follow such laws might seem obvious, slipping into suspect areas is easier than one might think. For instance, the following are examples of prohibited discriminatory language:
“Seeking bright, aggressive female” – Discriminates against sex
Need someone “willing to work on his/her feet.” – Discriminates against disabled persons
Looking for “young, energetic” applicants – Discriminates against age
“Are you a U.S. citizen?” – Discriminates against ethnicity
“Family people” seem to do well here – Discriminates against marital status
The best option for employers is to stay away from any language that could potentially be interpreted as discriminatory. If an inquiry appears at all suspect, employers should change the language and/or consult an attorney. For further information regarding compliance with the Americans with Disability Act (ADA), review the U.S. Equal Employment Opportunity Commission (EEOC) guidelines detailing the types of disability-related questions an employer may and may not ask of an applicant. The guidelines are available on the EEOC website at http://www.eeoc.gov.
Preserve the At-Will Employment Relationship.
Most states either have “at-will” employment or “presumption” of the at-will relationship. “At-will” employment is generally defined as “an employment, having no specified term, [which] may be terminated at the will of either party.” This means, in theory, an employer and/or employee may terminate an employment relationship, at any time, with or without cause, with or without notice. An at-will presumption may be rebutted by evidence of a written or oral contract agreeing to terminate the employment relationship only for good cause. Employers desiring to maintain the at-will nature of employment should not enter into such contracts. Potentially more dangerous, however, is the possibility of creating an implied-in-fact contract. Even where no express written or oral employment contract has been formed, courts have construed a variety of factors, such as length of employment, promotions or commendations, and lack of criticism received by the employee, to find an implied contract of continuing employment. For example, the following phrases might be construed as implying an employment contract for a specified duration:
“Like one big happy family”
“Do a good job and you’ll always have a job”
Asking for candidates willing to make a “long-term commitment to the company”
“Don’t worry, we’ll always find a place for you”
If an implied contract is found, employers who do not have evidence substantiating “just cause” for a termination, may have a very difficult time defending wrongful termination lawsuit. The best way for employers to protect themselves is to express, in writing, their at-will employment policy. Employers should repeat the policy over and over, in employment applications, employee profile forms, employee handbooks, and more. To that end, employers should obtain a signed, written acknowledgment, from every employee, agreeing to the at-will employment relationship and specifying the exclusive way to alter such status.
Create an Effective Job Application.
In addition to gathering relevant information, employment applications serve another worthy purpose — they can be designed for damage control in anticipation of the possibility an applicant/employee may sue for defamation, invasion of privacy, wrongful termination, and more. An effective job application should contain:
An authorization to check all information listed by the applicant, including references, work record, education and other matters related to the employee’s suitability for employment. Checking this information helps protect employers from potential “negligent hiring” lawsuits
A statement that all answers given by the applicant are true, and any omissions or false information are grounds for rejection of the application or for termination.
A clause preserving the presumption of an at-will employment relationship.
Language advising applicants the employer may conduct a review of their public records, such as records documenting an arrest, indictment, conviction, civil judicial action, tax lien, or outstanding judgment. Note, in some states, however, employers who receive information about applicants from public records must provide the applicant with a copy of the public records within a specified number of days, unless the applicant waives the right, in writing, to receive such information.
Additionally, employers should require applicants to separately initial each of these sections. By drawing attention to the specific provisions, employers weaken any potential claims by applicants alleging they were not made aware of what they were signing.
Track Employee Performance.
Document, document, document… Maintaining written documentation of employee performance benefits employees who perform well because employers then have a record on which to base promotions and raises. Moreover, evaluations ensure employees know their employers recognize their strengths and quality work. Employees who are performing well but are not given evaluations may feel as though they are not appreciated and their work is not noticed or valued. Tracking poor employee performance also ensures employers have the critical documentation to discipline or terminate those employees when necessary. It also enables employers to defend against meritless unemployment insurance, discrimination, or wrongful termination claims. Further, evaluations provide poor performing employees with ways to improve their performance, as well as the incentive to do so. Whether the employee performs well or poorly, the most important thing for an employer to remember is to evaluate honestly. The documentation should accurately reflect how the employee is truly performing.
Train Managers Thoroughly.
I is essential managers and supervisors follow the law, company guidelines and policies. Otherwise, employers will likely be the ones held responsible. As such, employers should ensure all managers and supervisors know how to:
Handle problem employees;
Prepare honest and thorough performance evaluations;
Avoid sexual harassment; and
Ensure implied contracts of continuing employment are not created.
Consider Potential Claims Prior to Terminating Employment Relationships.
Before terminating an employee, make sure to have documentation establishing the termination is based on legitimate, non-discriminatory reasons. Moreover, considering the following list of topics can help employers become alert to potential legal issues which could follow a termination.
Were any state and/or federal laws potentially violated (is the employee physically or mentally disabled, pregnant, etc.)?
Are there any employment contracts (written, oral or implied) specifying the duration of employment or the terms for termination?
Are there any company policies which may limit the employer’s right to terminate the employee (notice requirement, progressive discipline plan, etc.)?
Is the employee eligible for unemployment insurance?
Are there any potential legal ramifications if you do not terminate the employee?
Hopefully, these simple tips will provide employers with a foundation upon which to base their hiring and firing practices. However, as the different state and federal laws surrounding hiring and firing can be very tricky, the best advice for employers is to educate themselves when questions or confusion arise. Time spent preventing a lawsuit is time well spent.
Here are some great ways to build your talent pool:
Include a call to action at the end of every article published on your career blog and invite potential candidates to join your talent network.
Create a social media post that includes a link to an application form for your talent network.
Invite candidates to attend your recruitment event and collect their contact information via the application form on a specialized landing page.
Organize an online webinar that would be of interest for your candidate persona and collect their contact information via the application form on a specialized landing page.
Create an interesting career guide or an eBook and ask potential candidates to fill in a short application form in order to download it.
Step #9: Manage your talent pool
Filling your talent pool with great candidates don’t mean a thing if you don’t actively manage it.
Successful talent pool management starts with segmentation. Divide your talent pool into different groups.
This will enable you to nurture your candidates with highly personalized and customized marketing campaigns.
You need to stay in contact with your potential candidates, nurture and engage with them until they are ready to apply for your open job positions.
You will do that by delivering useful, relevant content to their inbox via your newsletter regularly.
Step #10: Use paid advertising
When I mention paid advertising to HR professionals, they usually immediately think of paid advertising on online job boards.
But paid advertising offers so many more great opportunities to reach candidates, especially passive ones – those that you won’t find on job boards.
Paid advertising can put relevant content in front of your ideal candidates, whether they’re searching for jobs on Google, using social media or just casually browsing the internet.
Here are the 4 key types of paid advertising that are most useful in recruitment marketing:
Search advertising Many candidates start their job search on search engines like Google or Yahoo. Paid search advertising can place your job ads on search engine results pages.
Display advertising Paid display ads are classical banner ads you see when you’re browsing the internet. With paid display advertising, you can show your banner only to people who match your candidate persona’s characteristics and behaviors.
Social media advertising Social media advertising means paying to promote your ads, posts or sponsored stories on social media networks like LinkedIn, Facebook, Twitter, Instagram, etc. Paid ads on social media will ensure that your job post reaches a larger number of people who match your candidate persona.
Retargeting With retargeting, you can show your ads to people who already visited your career site. For example, you can retarget people who started filling your job application but left without submitting it.
Step #11: Measure recruitment marketing results
Finally, you need to measure the success of your recruitment marketing efforts.
By gathering metrics on what works and what doesn’t you can adjust and improve your recruitment marketing plan.
In order to achieve even better results, you need to experiment.
By tracking your metrics, you can test different campaigns and identify job ads and calls to action that work best.
Implementing a recruitment marketing strategy is much easier when you have all the help you need in one tool, created especially for recruiters!
‘Employees with disabilities will be more loyal and committed if given the opportunity’
Most recruiting occurs from the perspective of the perceived ‘best available candidate.
Even in large organisations who implement implicit strategies to increase the representation of people with a disability, the ingrained HR policies and processes are designed to filter out less credentialed candidates.
There have been many examples where an explicit strategy is not enough to make change.
Often a dedicated resource is required internally to identify these barriers and break them down so candidates with different capabilities and experience are included,
In Australia, one in five people live with disability, so 20% of the potential candidate pool is cut off if people with disabilities are not considered for roles.
However, that doesn’t make business sense and doesn’t make sense for the economy either.
For many smaller employers, it is often the perception or fear of the unknown.
The increased time in training and developing staff instead of choosing highly experienced staff on day one, the fear of having to make major changes to the workspace or invest in specialist equipment.
Research routinely finds that while the initial investment in training and development can be greater, the staff loyalty, increased retention and long-term commitment far outweigh the initial costs.
That’s why disability employment organisations exist, to assist employers with on-the-job support and training as well assisting the employee through all the early hurdles and anxieties that any new employee faces.
So, what are some of the positive flow-on effects of hiring someone with a disability?
Consumers are expecting much more from the businesses they engage with.
They expect the workforce to be reflective of the greater community and they expect a commitment to social and environmental outcomes.
Employers who take the time and effort to provide opportunities for those often overlooked regularly remark that it was the best decision they have ever made and the employees have quickly become incredible assets to their business.
“People with disabilities want to work. They will be more loyal and committed if given the opportunity.”
Diversity and inclusion were seen as something that was good to do, but now can be included as an indicator of good governance and potential financial performance. Inclusive workplaces are generally more positive with innumerable flow on effects throughout the workforce, customers and the community.
The impact of a specific disability may be of no relevance to a specific task, and for that reason they could be a fantastic future employee.
It is hard and can be filled with knock-backs. That only makes securing the job all the more special when it happens. Is it little wonder why these employees turn out to be very loyal to the businesses that gave them their first opportunity? Sustained, meaningful employment gives people a sense of identity and self-worth, increased confidence and expanding social networks. It also leads to financial independence and opportunities to gain skills, knowledge and develop a career.
Talented people are bombarded with opportunities. So many that yours could easily be lost in the crowd. There’s a simple way to make your opportunities stand out — package your jobs as if you’re marketing a product.
I was reminded of this method when I was in the tea aisle of Whole Foods Market. If you’ve never been in their tea aisle, it’s a plethora of color, size, and shape. It’s quite a sight … and a potential sales nightmare for individual suppliers.
Manufacturers have learned to compete in this cornucopia by packaging their tea in boxes, tins, and containers of all colors, sizes, and shapes to attract your attention.
There was a woman standing in the aisle gazing at the wall of tea. As I watched her consider her options, I noticed that she was scanning the shelves, occasionally picking up a box or tin, checking out the back and then either placing the item in her cart or putting it back on the shelf.
I watched a bit longer, curious about the system she had going. Eventually my curiosity won out and I approached her.
“Excuse me, I hope I’m not intruding. I was noticing how you were looking at tea. I’m a consultant. My clients are always interested in how people make choices. I noticed you’re very particular with what you’re looking for. May I ask why?”
“Well,” she started, “I’m bored with my current brand of tea. I’ve decided to try some new flavors and brands. Maybe there’s something better than what I was buying before.”
“Okay, and how are you going to pick?”
“Well, I like a robust tea so I’m looking for cues — pictures or words — on the front of the box that tell me it might be full-flavored.”
“Okay. I noticed that when one grabbed your attention, that’s when you picked it up and checked the back.”
“Right. The front of the box is what captures my attention. Then I look at the back to finalize my decision. Simple as that.”
Tea Lady reminded me that packaging matters. How something is packaged either grabs or repels our attention.
This is why good jobs are often overlooked. They’re poorly packaged.
To get the attention of top talent, you must think like a product marketer. Your packaging (ads, posts, and verbal communication) must quickly grab people’s attention. This is the “front of the box.” Only after you’ve gotten a candidate’s attention will the details matter (the “back of the box”).
Take these steps to improve how you package opportunities.
Next time you’re in a retail establishment, notice how product marketers package their offerings. Note the colors they use, the pictures they choose, and how carefully and sparingly they use words on the front of the box.
Imagine your jobs were in a store competing with other opportunities. Each job is in a box, waiting for top talent to come down the aisle.
Design the “box” with the jobseeker in mind. What pictures, words, and colors can you use to grab people’s attention?
Test out a few designs with internal staff or an external focus group.
What this looks like in action: A tech company with great opportunities was drawing in a trickle of talent. Using these steps, it created colorful images and short videos (under 10 seconds) of current employees sharing brief soundbites about how working at the company has improved their lives. It used these same soundbites as the opening content for written postings and conversations with candidates. Today, the company draws in a strong steady flow of highly qualified people.
Your jobs are important. They’re a product as important as what your company provides to its customers. Package them so that they stand out and get the attention they deserve.
Marketing your agency in an industry as crowded as recruitment can be a huge challenge. Good recruiters know how to hustle so standing out by working hard will only get you so far. Committing yourself to content marketing will get you a leg up on some of your competitors but it will remain difficult to get ahead if you are using the same tactics as everyone else. You can hire a recruitment marketing agency (like us!) but we recognize that its not in the budget for some.
What you want to do is separate yourself from the field. In other words, you need to think about what recruitment marketing tips you can implement that nobody else is already trying in order to stand out in a crowded market.
With that in mind, here are three legitimately killer marketing ideas that will help you get noticed!
1. Next-level content
Create a next-level content. Next-level content is content that is so good that there is simply no way it will not be widely shared among your target audience.
Here are three ways to get this done.
A. Dig deep
So if you’re not a recruitment marketing agency, how can you do something similar?
Brainstorm areas where you think you can add the most value to your clients and candidates and do not be afraid to dig deep into the topic.
This means putting in the necessary time to do the following:
research your topic comprehensively (this may take you 10 hours or more!),
find a writer/editor to help distill your ideas into the most engaging text possible,
hire a designer to create images that will enhance your content,
engage a developer if you need custom functionality that your blog software doesn’t support out-of-the-box.
Even if it takes you 40+ hours, if you create an awesome post and promote it effectively (a topic for another time), you will see a return on your investment.
Key takeaway – It is much more valuable to write a single awesome article that attracts likes and shares on social media, and links from other sites than 20 posts that nobody ever reads since they offer nothing of value.
B. Get interactive
The same old rehashed blog posts are boring and nobody wants to read them. Instead, think about how you can create an interactive tool that both looks great and provides immense value to your reader.
The number of possible tools a developer could build for you is only limited by your imagination but if you’ve never thought about doing this before, it can be tough to know where to get started. Interactive mapping and websites where your clientele can click and get information is a great way to show where jobs and candidates are.
C. Use the Skyscraper Technique
If you can’t find the imaginative spark you need to get started on any big projects, you can simply use other people’s work as your starting point with what is called the Skyscraper Technique.
This technique, which is covered in great detail in The Recruiter’s Guide to Online Marketing, shows you how to find content that other people have created that has been widely shared (on blogs and social media), and then turn that content into something far better and more valuable for your audience. By starting with something you know people liked before, you are more likely to produce something that has a broad appeal.
2. Reddit ads
Most ad markets, such as Google AdWords and LinkedIn, are incredibly saturated, which means that most recruitment advertising ideas you can think of are expensive and tough to justify on a small budget. However, there is one area where you can still find very cheap advertising – Reddit.
For those who don’t know, Reddit is a site that allows people with similar interest to share and view links on a “site within a site” called a subreddit. For example, people who like “things that make you go AWW!” (think puppies and kittens) tend to frequent the r/aww subreddit. Many of these subreddits have tens of thousands of daily users and will accept ads at reasonable prices.
If you want to get learn more, head over to Reddit’s advertising page and walk through their simple advertising setup.
When you get to page 2, you’ll want to focus the majority of your attention on the targeting section. While interests and collections are reasonable targeting options, we recommend targeting the specific subreddits where you know the people you’re looking for are hanging out.
3. Free online software as lead gen
This one is definitely going to be the trickiest recruitment marketing tip to pull off but if you can do it successfully, you could have new leads pouring into your business.
The best way to attract new customers is to offer them immense value upfront. A company who does this very well is Hubpsot. They have a tool called Website Grader that lets you enter your website URL to see how well it scores on a number of metrics such as speed, SEO, mobile-readiness and security.
Doing these simple but effective marketing strategies can make a real difference in recruiting your best clients! IPA is here to help. Network and ask your fellow recruiters what works!
With an unemployment rate of 4.1% in the U.S. and thousands of jobs being added, it’s clear that we are in a candidate’s market.
But when there’s high demand for employees, especially employees with specialized skills, sourcing and placing candidates can be difficult. According to a recent recruiting industry report conducted by Top Echelon, LLC, 40% of recruiters’ clients told them there weren’t enough candidates to pick from.
Using recent industry trends, I detail which industries have the most difficult time placing candidates and where you can look to solve sourcing problems.
In which industries are candidates sparse?
In general, it’s more difficult to find qualified candidates for industries requiring highly specialized and skilled workers.
Recruiters report that the top 50% of placements were made in four STEM-related industries in 2017. These industries are manufacturing (24%), healthcare (11%), engineering (8%), and information technology (7%).
The industries candidates are most sparse in are the same industries that have the highest hiring rates. Recruiters said that they had the most trouble making placements in engineering (19%), information technology (13%), healthcare (10%), and manufacturing (7%).
So, why is it so difficult to find candidates to fill positions in the most popular industries?
Since 2012, IT jobs have increased by over 470,000, and healthcare jobs have increased by over 600,000. Plus, many of the qualified candidates you need already have jobs.
You might have a few go-to platforms you use to advertise job postings, but it’s important to switch things up and test the results.
Many of the best candidates either have jobs already or are being actively pursued by your clients’ competitors. So, you will need to source passive candidates along with active ones.
Here are some tips to help you find highly sought-after talent.
1. Let candidates find you
Before you can find top candidates, verify that the job description is straightforward and attractive to potential candidates. After all, the job description is basically your client’s sales pitch to get people to work for them.
Next, make sure candidates can find you by posting the job description on job boards. You can simplify this step by using an applicant tracking system (ATS) that pairs with job boards. If your ATS is compatible with the job board, resumes will automatically upload in your ATS. IPA’s Job posting Recruitment Management System,RMS tool assists you with this option and puts candidates and jobs at your fingertips with a network you can trust!
Branding is another important part of getting candidates to find you. You want potential candidates to recognize your recruiting business as well as your client’s company.
Help promote your client’s employer brand. If they have a strong reputation for treating their employees well and promoting their development, candidates will seek you out.
2. Scour social media
Social media platforms like LinkedIn, Facebook, and Twitter are especially useful for tracking passive candidates, building relationships with them, and eventually getting them to apply for open positions. Passive candidates probably don’t look on job boards, but they may actively use social media.
You can search specific details about candidates you are interested in finding. For example, you can conduct searches based on locations, industries, job titles, and skills. These searches can lead you to top talent.
If you’re still unconvinced about the effects of social media recruiting, keep in mind that 39% of recruiters said they found their highest quality candidates on LinkedIn.
Once you search people on social media, connect with them.
Post and share jobs from your social media pages so all your contacts can see. Or, you can personally send job postings to potential candidates through the messaging systems.
3. Reference your database
You might also find the candidates you need by looking in your recruiting database. Search for candidates by location, skills, education, experience, etc. Then, you can reach out to them directly to tell them about the open position. You can even use email marketing to send out mass alerts to qualified people in your candidate pool, saving you time.
Because these candidates are in your database, you already have a relationship with them, which will further encourage them to apply.
4. Ask for referrals
Using referrals is another great way to find passive and active candidates. You can ask your current candidates to refer you to their peers. Or, you can gather referrals from fellow recruiters.
Nearly 25% of recruiters reported that referrals were how they found their best candidates.
If you want, you can do split placements with other recruiters. That way, you bring the job order and the other recruiter provides the candidates. Your split placement partner can refer you to qualified candidates and help you expand your database.
5. Communicate continuously with candidates
Finding qualified candidates requires you to actively recruit them even after you’ve sourced them. Don’t miss out on candidates because you don’t follow up with them during the hiring process.
After you’ve found great candidates, let them know where they’re at in the hiring process, do everything in your power to keep the process short, and continue to sell your client’s employer brand.
Attracting talented recruits is not a matter of chance. In today’s competitive job market, a killer recruitment strategy is a must. A lone job advertisement will no longer do the trick especially with the stiff competition for talent.
Recruiters also deal with the fact that most top-tier employees are already gainfully employed. So, how do you win the best candidates in a tight talent market? Here are some unique and creative ideas:
1. Arrange a group interview
A group interaction is an excellent way to assess a job candidate’s personality, communication skills, and knowledge. It helps you shortlist a big pool of applicants saving you time and effort in doing individual interviews.
A well-structured group interview conducted by a skilled panel of interviewers is the perfect setting to identify the best of the best among your candidates.
2. Attend events
Ditch the job fair and look for talents in community events. If you’re looking for a programmer, for instance, try attending a tech event in your area.
You can also use social networking websites like Meetup to keep you posted on local events and happenings.
3. Consider AI tools
AI or artificial intelligence is a promising recruitment tool that can help you select the strongest candidate without the hassle of going through thousands of resumes.
There are different AI recruiting tools that serve diverse purposes such as screening a candidate’s social media accounts, providing job application tests, scheduling interviews, answering candidate questions, and articulating job descriptions, among others. AI does the legwork for you giving you more time to focus on preparing interviews and closing job offers.
Companies like Airbnb, Facebook, LinkedIn, Lyft, and Upwork use at least one AI tool in their recruitment and hiring process. Big names in the automotive industry such as Fiat Chrysler and Tesla also swear by AI tools like Mya, a recruitment chatbot developed by FirstJob. These companies cite increased productivity and reduced costs as some of the advantages of automating a portion of their recruitment process.\
4. Be creative with advertisements
Catch people’s attention with a wacky commercial, a humorous podcast, or an eccentric billboard like Google’s famous billboard puzzle. You can also produce a short YouTube video, advertise on social media, and buy relevant keywords on Google AdWords.
Remember to keep your ads fun, catchy, and memorable. Your goal here is to whet the curiosity of potential employees. Heightened public interest is also a bonus!
5. Host an open house
An open house is a win-win for both the recruiter and the candidate. For the latter, it’s an opportunity to get a feel of the company and its culture. Meanwhile, for the recruiter, it’s a fantastic way to narrow down your selection and to see who’s really going to take that important first step to pursuing their application. Plus, it would be great to see how your applicants interact in a group setting.
6. Set up employee referrals
Your current employees are the most qualified to recommend a promising job candidate. They know your company better than anyone else, so they have a good sense of who’s going to be a perfect fit for both the job and the organization. Odds are they also have excellent connections in the industry.
Get your employees involved in the job search and incentivize the process to keep it fun. You can give away cash incentives, gadgets, vacation leaves, or a premium parking spot for every successful referral.
7. Organize a competition
In 2010, advertising giant, Ogilvy & Mather, launched a viral contest dubbed as “The World’s Greatest Salesman.” The challenge is to sell a brick to win a paid fellowship with the agency.
It was an incredible way to capture the interest of potential employees, and the competition itself was a means to assess the candidates’ skills.
8. Participate in online forums
Scour online communities like Reddit and Quora, and search for discussion threads relevant to your job posting. Chances are there are thought leaders in these forums who have the skills and qualifications you’re looking for.
9. Use social networking sites
Social media platforms like LinkedIn, Facebook, Twitter, and Google+ are fast and simple tools that can connect you to your next dream hire. Each platform offers a unique feature that gives you access to an expansive network of profiles.
LinkedIn, for example, has filters that allow you to find potential candidates according to their location, work experience, and skill set. You can also use these platforms to advertise your job opening and increase engagement.
10. Go all out with a guerrilla campaign
Go the extra mile and launch an off the wall campaign that will not only attract top talents but also generate significant social buzz for your company.
Take inspiration from the famous “Who Cares?” campaign. To attract young people to fill 1,430 open positions in the military, the Swedish Armed Forces launched a guerilla campaign featuring a cryptic box placed in central Stockholm. A person sat inside the large box, and he/she could only leave if somebody volunteered to take his/her place. The campaign was a huge success both online and offline, as it generated over 200,000 website visits and 9,930 applications—more than double of the target 4,300 applications.
The competition for top talents is fierce. With more open positions than qualified candidates to fill them, recruiters must think out of the box to capture the interest and win the A-players in the field.
Attract rock star talents and unicorn hires with IPA’s RMS tools. Post your jobs and candidates today! Recruiting at it’s best!
We all know that recruiting will not look like it does now in 10 years. But what will it be like? Which skills will be useful, and which ones will be obsolete?
After several generations of developing more powerful machine-learning tools and neural networks, computers will be able to speak at a level where humans cannot tell if they are speaking to a machine or a human. They will have vastly increased knowledge of human social behavior after years spent analyzing social media and online interaction. They will have analyzed vast amounts of data and be highly skilled in narrow areas of expertise. Their power will be integrated into programs and apps, guiding the user at each step. While human judgement will still be valued and necessary, many of the other traditional duties of the recruiting profession will likely be replaced with automated tools.
Scenarios are useful tools for thinking out of the box, for challenging us to think about what possible things might happen so that we can prepare for any eventuality. Some scenarios are very “out there” and may never be reality. But by thinking of these wild possibilities we shed light on the elements of them that could happen and what we would do if they did.
The real value of scenarios is helping us make contingency plans and helping us psychologically come to grips with an emerging future.
I have sketched out four scenarios for recruiting in 2029. What do you think? Which one is most likely to happen? How do you react to these? How would you change your behavior if any of them were to come true? Please leave your comments, vote for the most likely one, and leave your ideas for other scenarios.
Scenario 1: The Automated Function
Computers, artificial intelligence, machine learning, and blockchain will have automated recruiting. Hiring managers will not need recruiters, as they will have access to powerful apps that will do everything from creating job requirements to sourcing, screening, assessing, and recommending an appropriate salary. They will also communicate with candidates and, by using personality screening, engage them in ways guaranteed to interest them. With access to corporate data, strategic plans and other business data, these automated systems would help decide which positions should be permanent, contracted, or part-time.
Candidates also have access to automated tools that locate potential openings for them, assess them for those positions using the candidate’s social media, and offering them self- assessments. Apps will analyze corporate financial data to ensure that a firm is stable. They will also help match personal and career aspirations to the position. These apps interact with the corporate apps and together they recommend position and candidates.
Scenario 2: The Augmented Function
Computers, artificial intelligence, machine learning, and blockchain will augment recruiting. Hiring managers will need only brief interaction with a recruiter, as they will get advice from online tools and apps. Recruiters will remain essential to hiring success, as they will need to engage candidates, understand and overcome objections, and close on offers. While the computers will help identify job requirements and offer advice on selection, the recruiter will still make final decisions along with the hiring manager.
Candidates will use apps for access to more in-depth information about the company, its strategic and financial goals, and possible career opportunities. Tools such as Glassdoor will have evolved to be able to predict whether or not a candidate would be happy in that organization based on their personality and company knowledge.
Scenario 3: The Self-service Function
Hiring managers will be offered a series of self-help apps that can give them some independence from recruiters. For example, they could choose to use an app to help them create job requirements and give them advice on where to advertise the job. Another app might provide candidate assessment and rank candidates for the hiring manager. Still other apps could create offers and suggest salaries. But whatever apps they choose, they will still require a recruiter for advice and to do certain things such as interview candidates and close them.
Candidates will also have access to these self-service apps and use them to locate ideal positions that match their skills, personality, and values. The apps would provide comparisons of various similar jobs, and provide pros and cons about each one depending on the company reputation and Glassdoor reviews, the candidates’ values and skills, and, when available, the reputation and personality profile of the hiring manager.
Scenario 4: A New Profession Arises — Talent Concierges
Because automation has progressed so far, there is no need for anyone with the traditional recruiter skill set. Sourcing is automated, as is matching, screening, assessment, and all the administrative duties. A new job has emerged: Talent Concierge. This person engages candidates, closes them, and provides career guidance. They also influence and guide hiring managers using analytics and big data to help shape opinions. The talent concierge also has coaching skills and does high-level quality control and troubleshooting of the automated systems. Talent concierges may also guide candidates and provide advice and career coaching.
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Technology is the way of life practically for everyone in all industries. In the field of recruitment, the impact of technology and the data it captures is becoming more pronounced in terms of enhancing the hiring experience for both the candidates and the hiring teams.
The labor market has become largely candidate-driven, which means that recruiters and companies are working harder to attract top talent. According to current recruitment stats, on average businesses use up to 24 recruiting technologies to help improve their hiring process.
CURRENT TRENDS IN RECRUITMENT TECHNOLOGY
Technology and the data we capture from it has opened up new possibilities for recruiters and hiring managers to reach candidates. It is to these ends that recruiters need to incorporate technology in their hiring strategies.
USE DIGITAL ASSETS TO SPEED UP THE RECRUITMENT PROCESS
The prevalence of technology has created higher levels of expectations from jobseekers who want a fast, straightforward application process. If you haven’t noticed yet, talent acquisition has become more like a marketer’s game for HR and recruitment professionals. It attempts to build a strong employer brand and a fun corporate culture, and then actively promote them on social media and other online platforms.
With each day that hiring proves to be a drag, recruiters are more likely to lose the best candidates to other firms, while companies end up spending more of their resources than what is necessary.
First-round video or mobile interviews offer flexible options for recruiters and job applicants alike since they help eliminate chances of delays in schedule and lengthy hours preparing for a face-to-face meet. Data says more than 60 percent of companies are now using video interviews for their hiring.
CREATE EMPLOYER BRANDING VIDEOS
Among various recruitment trends related to company branding, this one needs to be explored more for its potential in increasing the response rate to job postings from roughly 12 to 34 percent. Corporate videos published on a company’s careers website enables candidates to get to know more about the company, its culture, and job offerings all in one place.
CHOOSE YOUR ATS WELL
An ATS is a great help for recruiters and employers to sort through thousands of applications submitted to them, and with more and more people on mobile and social platforms, you need your ATS to be capable of leveraging these channels. When leveraging your ATS, consider your organization’s needs; i.e. accessing your candidates’ social media profile on LinkedIn, for example.
IMPLEMENT A TECHNOLOGY-DRIVEN APPROACH TO IMPROVE HIRING QUALITY AND EFFICIENCY
Technology has many salient features in itself, among which are its collaborative nature and its preponderance to data-driven analysis. These two attributes find great favor with hiring managers and recruiters when it comes to finding the candidate with the best fit for a particular role or company as well as employee retention.
USE DATA TO FIND THE “BEST” CANDIDATE
For one, when firms use technology to collaborate with one another, they are deemed to be “best in class” for making it easy for their recruitment teams to manage the hiring process – from assessing candidates to exchanging feedback and making hiring recommendations.
ANALYZE EMPLOYEE TRENDS
Companies are also relying on technology to give them analytical data and insights in monitoring employee performance or tracking sources of hire so they can target the right candidates on the right channels.
Lately, however, the role of technology in preventing bias from marring the recruitment process for candidates has also come to light. As a backgrounder, Harvard University designed the so-called Implicit Association Tests to check on people’s bias, which may be unconscious at times, against others. The same test has been utilized by a global media outfit to increase awareness about diversity in the workplace and how it should be celebrated rather than avoided.
Since bias appears to be a natural tendency among humans, the idea is for recruiters to use machine learning or artificial intelligence technologies to reduce human judgment in the selection of candidates. For example, software-as-a-Service (SaaS) is being hailed in the HR sphere because it provides recruiters a candidate matching system that automatically tracks work performance alone, with no room for subjective, unfair, or emotional bias against the applicant.
Technology is seen as something that can help HR practitioners realize their own personal bias and enable them to take countermeasures. No less than Microsoft is raising the bar in campaigning for equal employment opportunities, choosing to recruit candidates with autism as coders as part of an experimental hiring program. The tech giant’s overall strategy was to immerse the apprentices in an engaging, less structured work environment using tools that were apt for their pace and style of learning.
These examples demonstrate how by using technology or the right recruitment software, organizations, specifically HR, talent acquisition or recruiters, can discover brand-new ways to connect with talent.
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